Academic literature on the topic 'Employment agencies Australia'
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Journal articles on the topic "Employment agencies Australia"
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Louie, Amber M., Aleck S. Ostry, Michael Quinlan, Tessa Keegel, Jean Shoveller, and Anthony D. LaMontagne. "Empirical Study of Employment Arrangements and Precariousness in Australia." Articles 61, no. 3 (February 6, 2007): 465–89. http://dx.doi.org/10.7202/014186ar.
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Much research on precarious employment compares permanent workers with one or two other broadly-defined employment categories. We developed a more refined method of examining precariousness by defining current employment arrangements in terms of job characteristics. These employment arrangement categories were then compared in terms of socio-demographics and self-reported job insecurity. This investigation was based on a cross-sectional population-based survey of a random sample of 1,101 working Australians. Eight mutually exclusive employment categories were identified: Permanent Full-time (46.4%), Permanent Part-time (18.3%), Casual Full-time (2.7%), Casual Part-time (9.3%), Fixed Term Contract (2.1%), Labour Hire (3.6%), Own Account Self-employed (7.4%), and Other Self-employed (9.5%). These showed significant and coherent differences in job characteristics, socio-demographics and perceived job insecurity. These empirically-supported categories may provide a conceptual guide for government agencies, policy makers and researchers in areas including occupational health and safety, taxation, labour market regulations, the working poor, child poverty, benefit programs, industrial relations, and skills development.
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Howard, Amanda, Kylie Agllias, Leanne Schubert, and Mel Gray. "Hovering above the stream: Perception, experience and identity at the frontline of work with Australian unemployed clients." International Social Work 61, no. 2 (January 21, 2016): 219–33. http://dx.doi.org/10.1177/0020872815618767.
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This article reports on qualitative Australian research that was conducted with 32 workers from Job Services Australia and Emergency Relief agencies. Researchers investigated the operationalisation of assistance for unemployed people to illuminate the language, discourse and processes through which workers and unemployed people were constructed within the quasi-market culture. Findings included individualistic and behaviourist frames, paradoxical positions in relation to client choice and blame, and a metaphorical frame which reinforced position, status and difference. This study provides important evidence from the frontline of Australia’s deregulated employment services, adding to the growing body of international social work literature pertaining to neoliberal welfare reform.
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Bin Amin, Umar. "Muslim Employment in Commonwealth Government Departments and Agencies in the Context of Access and Equity." TARBIYA: Journal of Education in Muslim Society 3, no. 1 (June 21, 2016): 1–19. http://dx.doi.org/10.15408/tjems.v3i1.3485.
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Abstract Government agencies and departments are considered as a collectively owned body and therefore they can be assumed as a reflection of the whole society. But the current research, Muslim Employment in Commonwealth Government Departments and Agencies in the Context of Access and Equity, suggests that migrants face a greater exclusion of Australia from government department in general but Muslim community is bearing the extensive brunt. In this research the exclusion was examined at three different sphere, at national employment level, national government department’s level and managerial levels of government employment. In each sphere it was found that the Muslim community was two times less inclusive thus making it six times excluded from the society overall. After collecting these results and combining them with an academically defined state of inclusion, it yielded new conditions for Harmony as: access and equal opportunities for all Australians while having a sense of being equally valued and have the opportunity of full participation with redistribution of power for the powerless. Abstrak Instansi pemerintah dan departemen dianggap sebagai badan yang dimiliki secara kolektif dan karena itu mereka dapat diasumsikan sebagai refleksi dari seluruh masyarakat. Tetapi penelitian saat ini, Pekerjaan Muslim di Departemen Pemerintah Persemakmuran dan Instansi dalam Konteks Akses dan Kesetaraan, menunjukkan bahwa migran secara umum menghadapi pengucilan lebih besar dari Australia dari departemen pemerintah di masyarakat tetapi Muslim terpaksa menanggung beban yang luas. Dalam penelitian ini pengucilan diselidiki pada tiga bidang yang berbeda, di tingkat kerja nasional, tingkat departemen pemerintah nasional dan tingkat manajerial kerja pemerintah. Dalam setiap lingkup ditemukan bahwa komunitas Muslim dua kali lebih inklusif sehingga membuatnya enam kali dikucilkan dari masyarakat secara keseluruhan. Setelah mengumpulkan hasil-hasil dan menggabungkannya dengan negara inklusi yang didefinisikan akademis, itu menghasilkan kondisi baru untuk Harmony sebagai: akses dan kesempatan yang sama bagi semua warga Australia sementara memiliki rasa yang sama-sama dihargai dan memiliki kesempatan berpartisipasi penuh dengan redistribusi kekuasaan untuk ketberdayaan. How to Cite : Amin, U. B. (2016). Muslim Employment In Commonwealth Government Departments And Agencies In The Context Of Access And Equity. TARBIYA: Journal Of Education In Muslim Society, 3(1), 1-19. doi:10.15408/tjems.v3i1.3485. Permalink/DOI: http://dx.doi.org/10.15408/tjems.v3i1.3485
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CONSIDINE, MARK, JENNY M. LEWIS, and SIOBHAN O'SULLIVAN. "Quasi-Markets and Service Delivery Flexibility Following a Decade of Employment Assistance Reform in Australia." Journal of Social Policy 40, no. 4 (April 14, 2011): 811–33. http://dx.doi.org/10.1017/s0047279411000213.
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AbstractIn 1998, we were witnessing major changes in frontline social service delivery across the OECD and this was theorised as the emergence of a post-Fordist welfare state. Changes in public management thinking, known as New Public Management (NPM), informed this shift, as did public choice theory. A 1998 study of Australia's then partially privatised employment assistance sector provided an ideal place to test the impact of such changes upon actual service delivery. The study concluded that frontline staff behaviour did not meet all the expectations of a post-Fordist welfare state and NPM, although some signs of specialisation, flexibility and networking were certainly evident (Considine, 1999). Ten years on, in 2008, frontline staff working in Australia's now fully privatised employment sector participated in a repeat study. These survey data showed convergent behaviour on the part of the different types of employment agencies and evidence that flexibility had decreased. In fact, in the ten years between the two studies there was a marked increase in the level of routinisation and standardisation on the frontline. This suggests that the sector did not achieve the enhanced levels of flexibility so often identified as a desirable outcome of reform. Rather, agencies adopted more conservative practices over time in response to more detailed external regulation and more exacting internal business methods.
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Tiley, Steve. "Indigenous employment—it works." APPEA Journal 49, no. 2 (2009): 597. http://dx.doi.org/10.1071/aj08070.
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It is predicted that by 2020 the Northern Territory’s Aboriginal population will rise from 33% to 50% of the total population base. Parallel to this, business and government agencies will need to source thousands of new employees in anticipation of northern Australia’s economic growth forecast. In a wider context, if we struck an arc from Geraldton in Western Australia to Gladstone in Queensland, we know the resources sector is investing billions of dollars in new projects. In this same area of Australia we find thousands of Indigenous candidates seeking employment opportunities who are both willing and capable of operating and maintaining the assets. This paper will outline how Universal Engineering—a small fabrication and engineering contractor in the oil and gas industry—has approached its skill shortage problems. By encouraging non-traditional recruitment and retention strategies, various solutions and achievements are highlighted, showing how Universal Engineering has succeeded with recruiting, training and retaining Indigenous apprentices as part of its overall employment growth strategy. By engaging Indigenous employees over the past 10 years, Universal Engineering has refined its Indigenous training strategies and would like to share its knowledge with other employers in the oil and gas sectors. Our key success factors include the development of human resources systems, ensuring that parents—Mum, Auntie or Grandma—are willing to mentor their children through the initial training and employment phases and by adopting school based apprenticeships (taking place in years 11 and 12). These greatly assist with literacy and numeracy improvements and help the transition into the workplace. In the longer term, Universal is establishing role models and strong career planning to let our employees know they have stability and a future in the company, and indeed in the industry as a whole.
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Mason, Robb, and Shirley Randall. "Adult Education and Local Economic Development in Australia." Australian and International Journal of Rural Education 5, no. 2 (July 1, 1995): 15–23. http://dx.doi.org/10.47381/aijre.v5i2.396.
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Adult education has not been considered to have had a strong connection with local economic development. Changing economic circumstances for Australia, however, have forced a reconsideration of the relationship of education more broadly to work and economic matters. In so doing it has become apparent that local adult education agencies have had a more intimate connection with this area than has previously been realised. This has become more apparent as the importance of local involvement in the decision making over local economic matters has become more critical. Training for employment, small business development, enterprise education, awareness programs, the encouragement of entrepreneurialism are all aspects of econontic development impacted upon by adult education and described in this paper.
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Mylek, Melinda R., and Jacki Schirmer. "Social acceptability of fuel management in the Australian Capital Territory and surrounding region." International Journal of Wildland Fire 25, no. 10 (2016): 1093. http://dx.doi.org/10.1071/wf15164.
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Managing fuel to reduce wildland fire risk often creates substantial public debate. Although the acceptability of various fuel management strategies has been explored in some regions, particularly North America, the social acceptability of fuel management is less well understood in other countries. This paper begins to address this knowledge gap by exploring acceptability by residents living in and near the Australian Capital Territory, Australia of three fuel management strategies (prescribed burning, livestock grazing and mechanical thinning) used to reduce wildland fire risk to life and property. All three were considered acceptable by most survey respondents. Acceptability did not vary substantially between strategies or by the location in which the strategy was undertaken. Acceptability of fuel management was associated with trust in fire management agencies, having knowledge of fuel management, feeling vulnerable to wildland fire and respondent characteristics such as previous effects of wildland fires, location of residence, gender, age, income and employment status.
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Rea, Naomi, and Julia Messner. "Constructing Aboriginal NRM livelihoods: Anmatyerr employment in water management." Rangeland Journal 30, no. 1 (2008): 85. http://dx.doi.org/10.1071/rj07044.
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The provision of livelihoods for desert Aboriginal people is a common goal for desert communities as well as governments, research agencies and other organisations. We examine six issues surrounding the creation of indigenous livelihoods in cultural and natural resource management. Our analysis draws from the character of the training pathways and the livelihoods in water management that are being constructed in central Australia as part of the Anmatyerr Water Project, a research program that identifies culturally-based livelihoods as a major mechanism for facilitating the process of having Aboriginal rights and cultural values provided for in water management. Such livelihoods aim to enhance the cultural and natural resource management needs of non-Aboriginal and Aboriginal owners and managers through integration of profit and non-profit activities, and previously disconnected policies. The building of inter-cultural capacity and inter-cultural arrangements would assist in creating livelihoods in existing enterprises and work programs. A broader approach aims for cultural and natural resource livelihoods that have additional socio-cultural and economic outcomes. We discuss relevant issues and make consequent recommendations that inform the construction of these livelihoods.
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Marshall, Shelley, and Richard Mitchell. "Enterprise Bargaining, Managerial Prerogative and the Protection of Workers? Rights: An Argument on the Role of Law and Regulatory Strategy in Australia under the Workplace Relations Act 1996 (Cth)." International Journal of Comparative Labour Law and Industrial Relations 22, Issue 3 (September 1, 2006): 299–327. http://dx.doi.org/10.54648/ijcl2006016.
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Abstract: Since the beginning of the 1990s successive Australian national governments (from both right and left of the political spectrum) have overseen a shift in the regulation of employment relations from one based on centralised arbitrated awards to one of enterprise bargaining. The ostensible purpose of this policy was to facilitate the development of workplace-focused systems of regulation which were sensitive to the need for flexible production and employment systems in the context of the global economy. The evidence suggests that whilst many of the objectives of the enterprise bargaining project have been attained (particularly the goal of greater flexibility in employment systems), the law has been less effective in protecting the interests of workers, particularly their power to influence decision-making at the place of work. The major impact of enterprise bargaining upon the workplace, the paper proposes, has been the restoration of managerial prerogative which previously had been mediated through arbitration or the power of trade unions. Finally, the paper draws conclusions on the changing role of the institutions which regulate Australian industrial relations. Historically, Australian industrial tribunals have combined the features of judicial bodies and regulatory agencies. The paper concludes that a shift is occurring in Australian labour law from a mixture of self-regulation and centralised ?command and control?, to ?enforced self-regulation?, thus signalling a systemic and profound reorientation in regulatory policy and technique in Australian labour market regulation
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Creegan, Reta, Christine Duffield, and Kim Forrester. "Casualisation of the nursing workforce in Australia: driving forces and implications." Australian Health Review 26, no. 1 (2003): 201. http://dx.doi.org/10.1071/ah030201.
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This article provides an overview of the extent of casualisation of the nursing workforce in Australia,focusing on the impact for those managing the system. The implications for nurse managers in particular are considerable in an industry where service demand is difficult to control and where individual nurses are thought to be increasingly choosing to work casually. While little is known of the reasons behind nurses exercising their preference for casual work arrangements,some reasons postulated include visa status (overseas trained nurses on holiday/working visas); permanent employees taking on additional shifts to increase their income levels; and those who elect to work under casual contracts for lifestyle reasons. Unknown is the demography of the casual nursing workforce, how these groups are distributed within the workforce,and how many contracts of employment they have across the health service - either through privately managed nursing agencies or hospital managed casual pools. A more detailed knowledge of the forces driving the decisions of this group is essential if health care organisations are to equip themselves to manage this changing workforce and maintain a standard of patient care that is acceptable to the community.
Dissertations / Theses on the topic "Employment agencies Australia"
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Garland, Dennis. "Work for all the Salvation Army and the Job Network /." View thesis, 2008. http://handle.uws.edu.au:8081/1959.7/38093.
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Thesis (Ph.D.)--University of Western Sydney, 2008.A thesis presented to the University of Western Sydney, College of Arts, Social Justice Social Change Research Centre, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.
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Goddard, Richard C. "Burnout in case managers working with unemployed individuals." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/36644/1/36644_Digitised%20Thesis.pdf.
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This research program on burnout and work environment perceptions in personnel working directly with unemployed individuals in Australia is reported in three studies. Using a survey methodology and taking a quantitative approach, burnout was investigated using the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1986) on two occasions, before and after the privatisation of Australia's employment services industry (Job Network). The most widely accepted survey instrument measuring burnout (Lee & Ashforth, 1996), the MBI defines this stress related syndrome in terms of three subscales, Emotional Exhaustion, Depersonalisation and Personal Accomplishment. Perceptions of the work environment experienced by employment service staff were concurrently surveyed using the Real form of the Work Environment Scale (Moos, 1994). Heeding advice of researchers from the job stress area (e.g., Mccrae, 1990), this program of research also concurrently investigated the personality trait Neuroticism, the disposition to perceive and report negative experiences.
In 1995, burnout in two groups of public sector personnel engaged in assisting individuals experiencing unemployment were compared. Staff employing a case management style of service delivery and staff engaging in an over-the-counter production-line style of service were surveyed and their responses on the MBI, the WES and the Neuroticism subscale of the revised short form edition of the Eysenck Personality Questionnare (EPQR/ s; Eysenck & Eysenck, 1991) compared. As hypothesised, case managers reported significantly higher burnout scores on all three subscales of the MBI, and perceptions of higher work pressure. The personality trait Neuroticism was found to account for significant variance in the burnout scores of the public sector respondents.
The second study was conducted in 1999 after the full privatisation of the Australian employment services industry. At this time (T1 ), burnout in case managers throughout Australia was investigated with a postal survey which sampled 86 case managers from 38 different private sector organisations providing case management services to the long-term unemployed. The same respondents were surveyed again after six months (T2}. Study 2 demonstrated that case manager burnout levels in the new Job Network were significant. The design also allowed for the prediction of future burnout (T2) from personality and work environment data collected at an earlier time (T1) to be correctly modelled. As hypothesised Neuroticism was a significant predictor of all three MBI subscales both at T1 and T2.
In what amounts to a comparison of public and private sector personnel, the third study compared the burnout levels and work environment perceptions of case managers surveyed in 1995 with the responses of case managers surveyed in 1999. Case managers from the public and private sector reported similar high levels of Emotional Exhaustion and Depersonalisation. Private sector case managers also reported significantly higher mean Personal Accomplishment scores, corresponding to a lower mean burnout level, and significantly higher levels of involvement and commitment to their work than public sector case managers.
The results of these studies addressed a significant gap in the burnout literature which had hitherto failed to report investigations into employment service personnel, and highlighted the importance of considering the personality trait of Neuroticism in future burnout research. Results were discussed in the contexts of the evaluation of the current Job Network and the process model of burnout (Leiter, 1993).
Books on the topic "Employment agencies Australia"
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Penrith, Deborah, and Susan Kelly. Live & Work in Australia & New Zealand, 4th (Live & Work - Vacation Work Publications). Vacation Work Publications, 2005.
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The Job Network: Is it working? [Melbourne]: Committee for Economic Development of Australia, 1999.
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Blackham, Alysia. Reforming Age Discrimination Law. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780198859284.001.0001.
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Abstract Age is a critical issue for labour market policy. Both younger and older workers experience significant challenges at work. Despite the introduction of age discrimination laws, ageism remains prevalent. This book offers a roadmap for the future development of age discrimination law in common law countries, to better address workplace ageism. Drawing on theoretical, doctrinal, and empirical legal scholarship, and comparative perspectives from the United Kingdom, Australia, and Canada, the book provides a grounded critique of existing age discrimination laws and their enforcement, and puts forward concrete suggestions for legal reform and change. It examines the challenges and limitations of existing legal frameworks and the individual enforcement model for addressing age discrimination in employment, mapping the stages of claiming, negotiation, or alternative dispute resolution, and hearing and judgment, using mixed method case studies of the enforcement of age discrimination law in the United Kingdom and Australia. The book puts forward a fourfold model of reform to strengthen age discrimination law, to improve the individual enforcement model, strengthen positive equality duties, bolster the roles of statutory equality agencies, and enhance collective enforcement. The book critically considers how these options might address the limits of existing laws, and the practical measures necessary to ensure their success.
Book chapters on the topic "Employment agencies Australia"
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Blackham, Alysia. "Claiming." In Reforming Age Discrimination Law, 115—C4.N456. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780198859284.003.0004.
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Abstract This chapter critically considers the process of claiming using empirical mixed method case studies of the enforcement of age discrimination law in the United Kingdom and Australia. Drawing on enquiry and claim statistics from statutory agencies and community legal centres, qualitative expert interviews, and a survey of advocates, the chapter considers why age discrimination claims are so infrequent, given the reported prevalence of age discrimination in employment. The chapter argues that the perceived costs of claiming far outweigh the perceived benefits. The chapter highlights the fundamental limits of relying on individual claims to address age discrimination, even at this preliminary stage of enforcement, and identifies clear gaps in enforcement, especially for younger workers.
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Street, Debra. "The empirical landscape of extended working lives." In Gender, Ageing and Extended Working Life. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447325116.003.0001.
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Population-level factors associated with demographic ageing and policies intended to encourage older workers to extend working lives in Australia, Germany, Ireland, Portugal, Sweden, UK and US are documented in this chapter. Data are from international sources (mainly the Organisation for Economic Co-operation and Development and the CIA Factbook, to ensure comparability) derived from government agencies in the seven countries covered in this volume. Presenting population-level data for each country gives readers a starting point for considering how each nation compares to the others analysed in the later country chapters. Data related to demographic ageing, including patterns in longevity, proportion of national populations aged 65+, and country-specific dependency ratios are presented first. These set the stage for understanding the potential gendered implications of demands for older workers to postpone retirement and extend their working lives. Additional comparative data provided in this chapter include nation-specific patterns of women's and men's labour force participation, gender pay and gender pension gaps, typical retirement ages, and a summary of older worker's recent experiences in the labour market. Patterns of unpaid care work, time use, and full-time versus part-time employment are also compared to provide a foundation against which readers can assess the prospects for older workers in general, and the particular disadvantages faced by older women in particular, when governments demand that individuals postpone retirement and work longer.
Reports on the topic "Employment agencies Australia"
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Kerrigan, Susan, Phillip McIntyre, and Marion McCutcheon. Australian Cultural and Creative Activity: A Population and Hotspot Analysis: Ballarat. Queensland University of Technology, 2020. http://dx.doi.org/10.5204/rep.eprints.206963.
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Description Ballarat sits on Wathaurong land and is located at the crossroads of four main Victorian highways. A number of State agencies are located here to support and build entrepreneurial activity in the region. The Ballarat Technology Park, located some way out of the heart of the city at the Mount Helen campus of Federation University, is an attempt to expand and diversify the technology and innovation sector in the region. This university also has a high profile presence in the city occupying part of a historically endowed precinct in the city centre. Because of the wise preservation and maintenance of its heritage listed buildings by the local council, Ballarat has been used as the location for a significant set of feature films, documentaries and television series bringing work to local crews and suppliers. With numerous festivals playing to the cities strengths many creative embeddeds and performing artists take advantage of employment in facilities such as the Museum of Australian Democracy at Eureka. The city has its share of start-ups, as well as advertising, design and architectural firms. The city is noted for its museums, its many theatres and art galleries. All major national networks service the TV and radio sector here while community radio is strong and growing.
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Kerrigan, Susan, Phillip McIntyre, and Marion McCutcheon. Australian Cultural and Creative Activity: A Population and Hotspot Analysis: Bendigo. Queensland University of Technology, 2020. http://dx.doi.org/10.5204/rep.eprints.206968.
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Bendigo, where the traditional owners are the Dja Dja Wurrung people, has capitalised on its European historical roots. Its striking architecture owes much to its Gold Rush past which has also given it a diverse cultural heritage. The creative industries, while not well recognised as such, contribute well to the local economy. The many festivals, museums and library exhibitions attract visitors from the metropolitan centre of Victoria especially. The Bendigo Creative Industries Hub was a local council initiative while the Ulumbarra Theatre is located within the City’s 1860’s Sandhurst Gaol. Many festivals keep the city culturally active and are supported by organisations such as Bendigo Bank. The Bendigo Writers Festival, the Bendigo Queer Film Festival, The Bendigo Invention & Innovation Festival, Groovin the Moo and the Bendigo Blues and Roots Music Festival are well established within the community. A regional accelerator and Tech School at La Trobe University are touted as models for other regional Victorian cities. The city has a range of high quality design agencies, while the software and digital content sector is growing with embeddeds working in agriculture and information management systems. Employment in Film, TV and Radio and Visual Arts has remained steady in Bendigo for a decade while the Music and Performing Arts sector grew quite well over the same period.