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ON THE JOB: AUSTRALIAN CHAMBER OF COMMERCE AND INDUSTRY
Talent Management in
Practice in Australia:
individualistic or strategic?
An exploratory study
appeared in the Asia
Pacific Journal of Human
Resources in August
2012 examining whether
an ‘individualistic’ or
‘star’ perspective, or
a more systems-level,
strategic view on talent
“WHATEVER THE DECISION
YOU’RE WANTING TO MAKE,
IF YOU HAVE 75 PER CENT OF
THE INFORMATION, THAT’S
THE TIME TO BE BRAVE
AND MAKE THE CALL.”
ACCI CEO K ATE CARNELL
LEARN MORE ABOUT
AHRI’s two-day workshop
teams is for managers,
team leaders, line
super visors and those
seeking to take their
management skills to the
next level. Participants
develop a robust working
knowledge of what it takes
to engage and facilitate
productivity in their teams.
courses. This course can
be run in-house.
HRMonthly asked Kate Carnell for ACCI’s position
on the industrial relations landscape.
What is your outlook for Australian industrial relations?
What are the main challenges ahead?
KC The unions seem to be becoming more strident in
a number of areas. Pushing for 10 days extra leave for
victims of domestic violence is an example. The ACCI
has no problems with extending the allowable reasons
for sick leave to include domestic violence, but 10 days
extra leave is a step too far.
The ACCI put out a press release about reducing
Sunday penalty rates to Saturday levels as a method of
reducing youth unemployment, and the ACTU ran a
television scare campaign du ring the football fi nals. We
have to move away from a confrontational system that
opposes any change.
To address growing unemployment, particularly
youth unemployment, Australia needs to make it
easier for businesses to employ. We need an industrial
relations system that reflects modern workplaces
that are more flexible to meet the needs of employees
and markets, and to be globally competitive. The
current system reflects the needs of the nine-to-five,
Monday-to-Friday workplaces of the past – not the
24/7 global, flexible, sometimes virtual, workplaces
that are increasingly becoming the norm. We need
a non-par tisan, rational discussion bet ween unions,
business, the community sector and government to
achieve agreement on what the industrial relations
landscape of the future should look like, hopefully
culminating in a new ‘accord’.
What is ACCI’s viewpoint on penalty rates?
KC ACCI wants Sunday penalty rates brought down to
the same level as Satu rdays. We’d also like some ‘non-
major’ public holidays to be at the Saturday level. This
doesn’t include Christmas Day, New Year’s Day, Good
Friday or A nzac Day. Customers increasingly want
shops, restaurants and personal services to be open all
weekend, and SMEs would like to service this business.
But many can’t afford to open, and those that do are
often staffed by owners and family. Large businesses
have more f lexibility due to workplace agreements.
Should employers be concerned about the Australian
Council of Trade Unions (ACTU) campaigning for casuals
to become permanent and for annual leave loading to be
paid out when an employee leaves?
KC Yes, employers should be concerned. The ACCI is
investing significant resources in fighting these claims.
If the ACTU was to be successful in requiring
casuals to become permanent in industries that
need to use a lot of casuals, such as hospitality and
retailing, it would reduce employment oppor tunities,
particularly for young people, and push employers to
increased usage of labour hire companies.
Paying leave loading when an employee leaves is
a significant new cost of employment for employers.
Leave loading exists only in some awards, especially
where there’s a lot of shift work and overtime, and it’s
supposed to cover the loss of this ex tra money when
someone is on holiday. This is obviously not the case
when an employee has left. If good cases are not put
forward, the ACTU could easily win on these issues –
but the ACCI plans to prosecute good cases.
23/03/15 5:02 PM
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