Academic literature on the topic 'Personnel management Australia'
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Journal articles on the topic "Personnel management Australia"
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Wood, Robert E. "Book Reviews : Personnel Management in Australia." Journal of Industrial Relations 29, no. 2 (June 1987): 264–65. http://dx.doi.org/10.1177/002218568702900219.
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Li, Xue, Rahat Munir, and Alan Kilgore. "Association between Key Management Personnel Remuneration and the Performance of Authorized Deposit-Taking Institutions in Australia." International Journal of Accounting and Financial Reporting 1, no. 1 (March 21, 2015): 123. http://dx.doi.org/10.5296/ijafr.v5i1.7198.
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The study investigates the association between each component of key management personnel remuneration (short-term and long-term remuneration) and total remuneration, and the performance of Authorized Deposit-taking Institutions (ADIs) in Australia. Data were collected from 91ADIs regulated by the Australian Prudential Regulation Authority. The study provides evidence that total key management personnel remuneration, short-term key management personnel remuneration and long-term key management personnel remuneration are significantly associated with the performance of ADIs, while the pay-performance association is weaker for long-term remuneration as compared to total remuneration and short-term remuneration. In addition, size of the board, existence of remuneration board committee and composition of remuneration board committee is significantly associated and composition of the board is partially associated with the performance of ADIs in Australia. The findings of the study also suggest that the pay-performance association is more sensitive for short-term remuneration as compared to long-term remuneration, indicating that although long-term remuneration is widely used by ADIs, short-term remuneration is an important part of key management personnel remuneration.
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Palmer, Gill. "Book Reviews : Personnel/Human Resource Management in Australia." Journal of Industrial Relations 31, no. 2 (June 1989): 266–68. http://dx.doi.org/10.1177/002218568903100209.
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O'Neill, G. L. "The Personnel Function in Australia: A Shakesperian Analogy." Asia Pacific Journal of Human Resources 23, no. 2 (May 1, 1985): 25–31. http://dx.doi.org/10.1177/103841118502300206.
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Storrie, Jamie, Mick Fleming, and Lynette McWilliam. "IMPLEMENTING A NATIONALLY ACCREDITED TRAINING SYSTEM FOR MARINE POLLUTION RESPONSE." International Oil Spill Conference Proceedings 2014, no. 1 (May 1, 2014): 1922–33. http://dx.doi.org/10.7901/2169-3358-2014.1.1922.
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ABSTRACT Australia's National Plan for Maritime Environmental Emergencies (‘the National Plan’) is the national strategy for preparing, responding and recovering from marine pollution incidents. A core activity of the National Plan arrangements is the training and ongoing development of marine pollution response personnel. The Australian Maritime Safety Authority (AMSA) has fundamentally restructured the way in which marine pollution training is developed and delivered within the National Plan. While remaining consistent with international frameworks, AMSA has integrated marine pollution training into Australia's vocational education system. Such an approach has enabled the alignment of training, particularly at the management level, with mainstream emergency services, a multi-disciplinary approach to the development and delivery of training courses, the formal and documented assessment of response personnel to confirm competence, the issuance of nationally recognised and transferable qualifications and the incorporation of a continual improvement as a fundamental principle of the national training program. This paper discusses the reasons for the restructure of the training program, the challenges and benefits of integrating marine pollution training into the vocational educational systems and the future opportunities for training within Australia.
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Gilbert, Trevor, Tracey Baxter, and Alex Spence. "The Australian Oil Spill Response Atlas Project." International Oil Spill Conference Proceedings 2003, no. 1 (April 1, 2003): 851–59. http://dx.doi.org/10.7901/2169-3358-2003-1-851.
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ABSTRACT Australia is among the top five shipping nations of the world based upon cargo and kilometres travelled. Australia also has vast, remote and environmentally sensitive coastlines ranging from tropical to subantarctic. Unfortunately shipping accidents and illegal discharges of oil and chemical pollutants into our marine environment do occur. To support spill response management in Australia, over the past four years the Australian Maritime Safety Authority (AMSA) has coordinated the development of a uniform and integrated national Oil Spill Response Atlas (OSRA) based upon an ArcView® geographic information system (GIS). The main aims of the OSRA project were to:Develop a mutually agreed national GIS specification for the development of the digital atlas to assure consistency and compatibility Australia wide;Fast track the collation, capture and conversion of all relevant geographical and textual data into a standard digital GIS format for the majority of Australia's marine and coastal environments (particularly for highly sensitive environments such as, world heritage areas, and marine parks and reserves); andCreate a user-friendly series of GIS system tools specially designed for the particular needs of spill response managers, operational staff and environmental agencies. This paper highlights some of the advantages of GIS based systems for spill response management, the OSRA system development and features, as well as the GIS automation tools that assist spill response managers and operational personnel.
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Stewart, Andrew. "Fair Work Australia: The Commission Reborn?" Journal of Industrial Relations 53, no. 5 (November 2011): 563–77. http://dx.doi.org/10.1177/0022185611419600.
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Fair Work Australia is a new institution created in 2009 to perform a range of functions under the Fair Work legislation – although it is far from the ‘one-stop shop’ that Labor had originally promised. It has much in common with the body it principally replaced, the Australian Industrial Relations Commission, not least in terms of its personnel. Yet, at the same time, it has the freedom to operate in ways that have more in common with two other antecedents, the Workplace Authority and the Australian Fair Pay Commission. This article explores the character of the new agency and the processes it has chosen to adopt for four key functions: the approval of enterprise agreements; the resolution of unfair dismissal claims; wage fixation; and the setting and variation of minimum standards.
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McKay, E. "Note From the National President of the Institute of Personnel Management Australia." Asia Pacific Journal of Human Resources 27, no. 1 (February 1, 1989): 2. http://dx.doi.org/10.1177/103841118902700102.
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Laing, Joshua, Nicholas Lawn, Piero Perucca, Patrick Kwan, and Terence J. O'Brien. "Continuous EEG use and status epilepticus treatment in Australasia: a practice survey of Australian and New Zealand epileptologists." BMJ Neurology Open 2, no. 2 (December 2020): e000102. http://dx.doi.org/10.1136/bmjno-2020-000102.
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ObjectiveContinuous electroencephalography (cEEG) is increasingly used to detect non-convulsive seizures in critically ill patients but is not widely practised in Australasia. Use of cEEG is also influencing the management of status epilepticus (SE), which is rapidly evolving. We aimed to survey Australian and New Zealand cEEG use and current treatment of SEMethodsA web-based survey was distributed to Epilepsy Society of Australia (ESA) members, between October and November 2019. Adult and paediatric neurologists/epileptologists with ESA membership involved in clinical epilepsy care and cEEG interpretation were invited to participate.ResultsThirty-five paediatric/adult epileptologists completed the survey, 51% with over 10 years of consultant experience. cEEG was always available for only 31% of respondents, with the majority having no or only ad hoc access to cEEG. Lack of funding (74%) and personnel (71%) were the most common barriers to performing cEEG. Although experience with SE was common, responses varied regarding treatment approaches for both convulsive and non-convulsive SE. Escalation to anaesthetic treatment of convulsive SE tended to occur later than international guideline recommendations. There was general agreement that formal training in cEEG and national guidelines for SE/cEEG were needed.ConclusionscEEG availability remains limited in Australia, with lack of funding and resourcing being key commonly identified barriers. Current opinions on the use of cEEG and treatment of SE vary reflecting the complexity of management and a rapidly evolving field. An Australian-based guideline for the management of SE, including the role of cEEG is recommended.
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Dwyer, Ian, and Christine Owen. "Emergency Incident Management: An Evolving Incident Control System Framework." Journal of Pacific Rim Psychology 3, no. 2 (November 1, 2009): 66–75. http://dx.doi.org/10.1375/prp.3.2.66.
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AbstractThis article reports on an investigation into the use of Incident Control Systems (e.g., AIIMS/ CIMS) by personnel involved in emergency incident management in fire and emergency services agencies in Australia and New Zealand. A questionnaire was distributed that aimed to assess how information flowed between emergency incident management personnel at different layers of the incident control system, and what enabled and constrained coordination between those personnel. Data were collected from personnel on the fire or incident ground; members of Incident Management Teams; as well as staff operating in regional and state centres of coordination. To date there have been 579 responses spread across 24 agencies. The findings reveal that while there is a high level of satisfaction with overall organisational arrangements and reporting relationships, there are some systemic tensions in, and dissatisfaction evident with, communication arrangements. The extent to which Incident Control Systems facilitate the organisational flexibility needed during dynamic and often unpredictable situations is also discussed. Where appropriate, comparisons are made with similar questionnaire data collected in 2003 by AFAC (Australasian Fire Authorities Council).
Dissertations / Theses on the topic "Personnel management Australia"
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Hoffmann, Terrence Martin, and mikewood@deakin edu au. "Using competencies in human resource management: case studies in Australian companies." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.114903.
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This study investigated the use of competencies for human resource management in seven Australian companies. Despite advocacy for the use of competencies by Government Committees and Task Forces (For example Carmichael (1992), Mayer, (1992) and Karpin, 1995), and the existence of competency standards for eighty per cent of the Australian workforce, the competency approach has not been widely adopted. A review of the literature indicated that the term competency had several meanings with different implications for its use depending on the meaning. The study looked at how individuals have defined the term and applied the approach to human resource management practices.
Interviews were conducted with Human Resource and Training managers, and operative staff in companies using competencies. How they defined the term, described the rationale for using competencies, and applied competencies to selection, training, performance appraisal and remuneration were determined. Case studies were written for each company to describe their particular application of competencies.
Competencies were found to be defined in several ways by those interviewed. Some advantages of using competencies in human resource management applications were found. The amount of work involved in introducing the competency approach was described as a reason why competencies have not been more widely adopted.
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Clabaugh, Cecil A. "Downsizing : an analysis of organisational strategies and human resource management outcomes." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2001. https://ro.ecu.edu.au/theses/1070.
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The objective of this research was to examine the relationship between loss and retention of key employees in downsizing organisations and organisational performance. The purpose of this was to develop an understanding of the organisational performance that results when downsizing organisations are unable to retain their key workers. The secondary objective of the research was to examine the factors that make up a downsizing organisation's employee selection process in order to determine how these factors affect loss and retention of key workers. The research was guided by a theoretical framework developed by Kozlowski et al (1993) and Thornhill and Saunders (1998) and utilised a multi-method research approach suggested by Creswell (1994) and Eisenhardt (1989). The contextual issues in downsizing employee selection were examined through analysis of seven Western Australian case study organisations. The case studies, through structured interviews and secondary data, provided insight into the complexity of the employee selection process, enabled a rich contextual base which aided in understanding the downsizing process, informed the development of a survey instrument, and provided for triangulation of the data. Each organisation was analysed as a unique site. Cross-site analysis techniques, based on pattern analysis, provided a better understanding of the selection process (Miles and Huberman, 1984). The downsizing process for each organisation was mapped as a process model in order to compare the employee selection process across the organisations. The survey sampling frame was based on the Kompass Australia (1999) data set, which included around 26,000 organisations. A random sample of the data set resulted in selection of 1860 Australian organisations for survey. The firms constituted a wide cross-section of Australian private and public sector organisations and varied in size as well as type of company. Some 422 organisations responded to the survey for a response rate of 23%. Firms provided demographic information as well as data on the process used for employee selection, whether or not the firm lost key employees and managers, use of redundancy packages, use of selection strategies, and organisational performance subsequent to the downsizing. Factor analysis was used to develop a simplified classification system for organisational performance. This resulted in a reduction of the performance variables to two categories: employee performance and financial performance. The two factors of organisational performance were then used for cluster analysis in order to classify the organisations according to the two performance dimensions. The results of this stage of the analysis suggested that the best fit for modelling the groupings of performance was based on a three-cluster solution. It was discovered that most of the organisations, 52%, exhibited declines in both employee and financial performance. Additionally only 33% of the organisations improved both financial and employee performance, and some 15% of the organisations improved financial performance despite declines in employee performance. The three groups of organisations were then examined for differences in loss and retention of key managers and employees. Using chi-square tests, it was discovered that 66% of the organisations that suffered declines in both financial and employee performance lost key employees during the downsizing process and that only 32% of those organisations that improved both financial and employee performance lost key managers. The results were statistically significant and supported the premise that loss and retention of key managers and key employees is closely associated with organisational performance in downsizing firms. The effects of the employee selection process on loss and retention of key managers and employees were next examined. It was discovered that larger organisations tended to lose a disproportionate level of both key managers and key employees, that the greater the proportion of staff that were shed the greater the probability of loss of key managers and employees, and that certain types of industries, such as mining companies, insurance and financial institutions, and utilities, demonstrated a high proportion of loss of key managers. The factors influencing loss of key managers included transfers to lower paying jobs as a downsizing alternative to cost reduction, the use of delayering as a downsizing target, and use of across-the-board staff .cuts to achieve cost reduction. Strategies that resulted in retention of key managers included the use of a competitive selection process that utilised selection criteria such as skills and experience. Key employees were lost to organisations that transferred workers to lower paying jobs, reduced the number of working hours, downsized as a result of merger or takeover, downsized in order to achieve economic turnaround as the primary goal, close specific work sites, and used voluntary redundancy as the primary downsizing strategy. It is argued that these results have significant implications for human resource management theory and practice, suggesting that employees must be valued as strategic assets not only in periods of expansion, but during organisational contraction.
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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/274.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
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Susomrith, Pattanee. "An examination of HR outsourcing in Australian organisations : motivations, process and performance." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/179.
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The objective of this research was to explore the HR outsourcing process and examine the interaction and effects of the factors of business strategy, motivation, HR function outsourced, and the outcome. The interaction of these factors was modelled upon a theoretical framework based upon current literature. This framework was investigated using both a qualitative and quantitative approach. The goal of this research was to characterise these factors and identify the relationships between these factors. The qualitative approach consisted of six case studies where one-to-one interviews were conducted with HR managers of medium to large Australian organisations. The responses to the interview questions from each interviewee was analysed to determine outsourcing characteristics and unique issues not previously identified within current literature. These issues included: when an organisation does not have the resources to conduct thorough research into the identification and selection of a service provider then they will use the recommendations of peer organisations. When an organisation contracts a service provider a relationship is established that will bond the two parties. The length of the service contract is dependent upon the complexity of !he outsourced HR function. The quality of service from a service provider must match that of the organisation. Finally, the contract between the service provider and the organisation must contain provisions for a changing economic environment. The quantitative approach consisted of a survey distributed to 1995 medium to large Australian organisations identified from the Dunn and Bradstreet database. A total of 163 valid responses were received from which 124 outsourced one or more HR functions. This corresponded to a response rate of6.22%. The survey data was analysed using factor analysis to reduce the business strategy variable to two categories: Innovative-Quality Enhancement and Cost Leadership. Similarly, Factor analysis was used to reduce the variables of Motivation to four categories: HR Management, Learning, Reduced Cost and Political reason. The variable of Process was reduced to four categories: Reserved, Regular, Rapid and Relaxed. The outcome variables were reduced to two categories: Organisation and Operational. Cluster analysis was used to classify the cases based upon these reduced factors from which the relationships between these factors were analysed. The analysis found that no relationship existed between business strategy and motivation also no relationship was found between business strategy and outsourced HR function. A partial relationship was found between business strategy and process and another partial relationship was found between outsourced HR function and process similarly a relationship was found between process and outcome. Several relationships were found between motivation end outsourced HR function. The results from this exploratory research have significant implications for human resource management theory and practice. The developed theoretical framework provides a useful model of the HR outsourcing factors within Australia. This framework together with the unique factors identified through the qualitative analysis provides a significant platform from which additional research may be conducted.
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Lee, Chao-Ying. "An empirical study of the impact of human resource configurations and intellectual capital on organisational performance in the Australian biotechnology industry." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/237.
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The objective of this study is to examine the impact of human resource (HR) configurations (combinations) and intellectual capital (lC) in the Australian biotechnology industry. This study investigates how HR configurations facilitate the development of IC elements, which, in turn, enhance organisational performance. More specifically, it explores how HR configurations affect an organisation's level of IC; which IC elements contribute the most to the organisational perfomance; and whether innovation capital acts as a mediating variable between the three IC elements (human, organisational, and social capital) and organisational performance or whether it acts as an independent variable.
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Johnston, Louise C. "The relevance of strategic human resource management (SHRM) for the growing small business." University of Western Australia. Graduate School of Management, 2008. http://theses.library.uwa.edu.au/adt-WU2008.0111.
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[Truncated abstract] The commercial developments of the late 20th and early 21st centuries have come to signify profound and far-reaching change in the way that goods and services are designed, produced, marketed and delivered to customers in the world's international and domestic markets. In order to respond to a more intensively competitive trading environment that demands ever-increasing levels of product quality, customer service, organisational efficiency and business performance, the management of business entities has undergone fundamental alteration in form and content. It is within this context that two traditionally disparate business disciplines have emerged to play an important role in the new economic commercial order, that of small business management and that of Strategic Human Resource Management (SHRM). Historically eclipsed by the large and powerful mass-producing corporations, the small business sector has been more recently viewed as playing an increasingly prominent part in the creation of national and regional prosperity within the developed countries. The unprecedented interest in smaller firms and the desire to see them fulfill their economic and social potential have resulted in legislative reform and widespread initiatives by governments and other institutions designed to support and protect the smaller operators in their commercial endeavours. Similarly, in the post-industrial knowledge economy people have risen in prominence over other organisational resources as a key source of competitive commercial advantage. The role of intellectual capital in securing business success has fuelled the development of management technology and methods designed to enhance the contribution of human resources to business performance. Heralded by many as the defining managerial approach for enterprises that wish to build sustainable competitive advantage in the markets of today and the future, SHRM has come to the fore as a means to re-evaluate the importance of human contribution to business outcomes and guide management practice in leveraging the latent potential of a company's human assets. ... In general, the management of business strategy was found to possess low levels of structure and formality, effectively merging into the collective activities associated with owning and operating a small business. Similarly, when compared with the key elements of a strategic human resource management framework constructed specifically for this study, the data indicated that the strategic management of people is prevalent in smaller firms but that this again represents only partial adoption of normative models as commonly promoted for the larger business management context. It was concluded that the theoretical principles and concepts of SHRM demonstrate relevance for small companies on account of the status of the contemporary external commercial environment in which they must compete as well as the range of managerial benefits associated with strategic methodology and practice. However, currently there exist no suitable models of practice with supporting guidelines that respond to the unique contextual and operational needs and experiences typical of smaller firm owner-managers.
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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Curtin University of Technology, School of Management, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13387.
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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.
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Morrow, Guy Richard. "Managerial creativity a study of artist management practices in the Australian popular music industry /." Phd thesis, Australia : Macquarie University, 2006. http://hdl.handle.net/1959.14/42648.
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Thesis (PhD)--Macquarie University, Division of Humanities, Department of Contemporary Music Studies, 2006.Bibliography: p. 377-385.
Introduction -- Literature review, discussion of methodologies and research orientation -- "20% of nothing": Australian rock music management -- Australian country music management -- Australian pop music management: the third party -- Conclusion: managerial creativity.
Artist managers 'create' careers for musicians, yet little has been written about their creativity in the academic domain. Thus this thesis develops the notion of managerial creativity. Artist managers build and maintain 'brands', and this is a creative industry function. The thesis begins with a description of what artist management is, then it reviews the way in which various Australian musicians' and artist managers' careers are created and maintained. A musical idea or product arises from the synergy of many sources and not only from the mind of a single person (Csikszentmihalyi, 1996). Therefore it is easier to enhance creativity by changing conditions in the environment the artist is located in than by trying to make artists think more creatively. Managerial creativity involves the creation and maintenance of the system, context or environment from which artistic creativity emerges and is therefore the facet of the music industry that can most effectively enhance musical creativity.
Mode of access: World Wide Web.
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Ngwenya, Bigboy. "Causes and effects of physical injuries to Prison Officers employed in a high risk and high need offender management environment in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/492.
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Prison Officers (POs) involved in high need offender management frequently face risks that could affect their health, safety and wellbeing. Several studies have shown that direct client centred violence, inadequate management systems and the general nature of prison environments are major factors impacting on the well being of POs (Fisher & Gunnison, 2001; Kiekbusch, Price, & Theis, 2003; Mitchell, Mackenzie, Styve, & Gover, 2000).There is limited literature on causes and effects of physical injuries on this group of law enforcements officers. This is the first study conducted in Western Australia (WA) that investigated the causes and effects of physical injuries to POs and the impacts thereof on these individuals and the Department of Corrective Services (DCS) as an organisation. The study aimed to provide a recent credible data source which may influence policy decisions and procedures in WA corrective institutions. The study cohort of 146 POs completed a questionnaire that included variables, such as health and fitness, job demands, support and constraints to ascertain the causes and effects of physical injuries among this high risk cohort of workers. The age range of POs included in the study cohort (N = 146) was 21 - 71 years. In addition, all Department of Correctional Services (DCS) physical injuries databases from 2008 to 2010 were analysed and managers and employee welfare services staff completed a questionnaire. The results indicated that there is a positive relationship between current employment status and work related physical injuries as measured over the last two years. The major causes of physical injuries were from slips trips and falls and hitting objects with part of the body or against objects during the process of managing non compliant prisoners. Variables such as physical fitness, job demands, lack of recognition by society, and fear of blood borne infections were significant predictors of physical injuries amongst POs. However, a number of other risk factors, including age and body mass index (BMI), were not related to the prevalence of physical injuries. There are a number of recommendations from the study that can be implemented. These include formation of accident/incident investigation work groups to conduct and analyse incidents and propose long term preventive and corrective measures. In order to improve ways of dealing with mentally ill prisoners and the training curriculum of POs should include management of mentally ill prisoners in a prison setting. In dealing with the aging population affecting the Australian workforce, DCS should develop plans to attract young POs for succession planning. Comprehensive safe physical training and maintenance programs in prisons may benefit the POs in dealing with prisoners. Areas for future research may include; the role of mental health services in reducing physical harm in prisons and minimising the causes and effects of physical injuries to the prison frontline workforce.
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Trudinger, Dave. "The Comfort of Men: A Critical History of Managerial and Professional Men in Post-war Modernisation, Australia 1945-1965." University of Sydney. History, 2004. http://hdl.handle.net/2123/718.
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This thesis is a critical history of managerial and professional men in post-Second World War Australia. The attention that I have given managerial and professional men has been determined by my own political desire to problematise the continued accomplishment of hegemony. As subjects, these men and their discursive practices enable scrutiny of the regenerative labour necessary to sustain power and necessary to realise the material results that accrue to those performing such work. My thesis examines the practices of particular groups of managerial and professional men within four discrete social settings or terrain during the post-war period. I interrogate the operations of managerial and professional men in personnel management (the terrain of work), in market research (the terrain of the market), in parenting and marriage guidance (the terrain of the family) and in the service club Rotary (the terrain of the civic). In each of these terrains I find managerial and professional men framing problems and enacting solutions. A process or intervention that makes natural the connections of interest (of advantage or disadvantage) being constantly recreated; an intervention that expresses a comfort with the mechanics and entailments of hegemony. To enable my critical history I apply, in each terrain, a framework comprising three core elements. I historicize the accomplishment of hegemony; testing the emergence of government and positive expressions of power during post-war modernisation in the local contexts of managerial and professional men�s interventions. I people hegemony; identifying the practices of managerial and professional men as resources for doing social relations (in particular the relations of gender and class) and crucial to the operation of hegemony. And, thirdly, I demonstrate the interventions of these men to be interested; unravelling the possessive investments managerial and professional men make through their interventions. My scrutiny of managerial and profession men and their practices, my choice of terrains in which to study them, my analysis of the process enacted in these terrain and the sources that I have utilised are not intended to assemble a biography of men�s experiences or ideal masculinities. Rather, my thesis provides a biography of interventions in order to disassemble that which appears not to be anything in particular: the ordinary regeneration of hegemony by ordinary men doing ordinary things.
Books on the topic "Personnel management Australia"
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Dunphy, Dexter C. The sustainable corporation: Organisational renewal in Australia. Frenchs Forest, NSW: Allen & Unwin, 1998.
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Barbara, Etter, and Palmer Mick, eds. Police leadership in Australasia. Sydney: Federation Press, 1995.
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Public relations writing in Australia. South Melbourne, Vic: Oxford University Press, 2008.
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Casteleyn, Mary. Promoting excellence: Personnel management and staff development in libraries. London: Bowker Saur, 1993.
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Australia), National Library Staffing Conference (2nd 1999 University of South. The vital link: Library staffing in the 21st century : proceedings of the second national library staffing conference held by the University of South Australia, Adelaide 22-23 July 1999. Adelaide: University of South Australia Library, 2000.
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Jeff, Kinder, ed. Fun & games for workplace learning: 40 structured learning activities to enhance workplace learning programs. Sydney: McGraw-Hill, 2001.
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Sanders, Roy F. Australian library supervision and management. Wagga Wagga, N.S.W: Centre for Information Studies, 1995.
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Sanders, Roy. Australian library supervision and management. 2nd ed. Wagga Wagga, N.S.W: Centre for Information Studies, Charles Sturt University, 2004.
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Sanders, Roy. Australian library supervision and management. Wagga Wagga, N.S.W: Centre for Information Studies, 1995.
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Limited, CCH Australia. Australian master human resources guide. 9th ed. Sydney, NSW: CCH Australia, 2011.
Find full textBook chapters on the topic "Personnel management Australia"
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Gardner, Margaret, and Gill Palmer. "The Development of Personnel Management in Australia: Efficiency and Commitment." In Employment Relations, 41–66. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-15133-2_3.
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Shields, Jim. "Wildlife management in New South Wales public forests: a personal history 1974–2004." In Conservation of Australia's Forest Fauna, 1039–54. P.O. Box 20, Mosman NSW 2088: Royal Zoological Society of New South Wales, 2004. http://dx.doi.org/10.7882/fs.2004.1039.
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Pickering, Michael. "Up close and personal. The management of sensitive Indigenous objects at the National Museum of Australia." In Nicht nur Raubkunst!, 273–90. Göttingen: V&R unipress, 2017. http://dx.doi.org/10.14220/9783737008082.273.
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Cleary, GV. "Personnel Management and Staff Training." In Pig Production in Australia, 284–91. Elsevier, 1990. http://dx.doi.org/10.1016/b978-0-409-32525-6.50053-0.
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Adapa, Sujana, and Fredy-Roberto Valenzuela. "Case Study on Customer’s Ambidextrous Nature of Trust in Internet Banking." In Advances in Marketing, Customer Relationship Management, and E-Services, 206–29. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4357-4.ch018.
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This case study provides information related to the Australian retail-banking sector and specifically about the electronic banking service delivery channels. As a Western nation, Australia is classified as a developed country with well-developed infrastructure, gross domestic product, per capita income, and economic status. A cross-sectional mall intercept survey was conducted in order to explore the trust related perceptions of the Australian consumers’ towards the internet banking service delivery channel. Trust is an important variable because of its high relevance to the success and/or failure of many businesses, products, and service offerings. Although there exists several benefits attached to the internet banking transactions, the survey carried out, indicates that there are a significant number of customers in Australia, who do not perform internet banking transactions due to lack of trust in the bank (or bank personnel or internet service delivery channel etc.). Consequently, results also indicate that a majority of the customers preferred to use internet banking transactions due to the trust that they have in carrying out these electronic banking methods. Therefore, this study provides information related to the ambidextrous nature of the trust component and how the aforesaid affects the consumer’s perception levels towards the adoption/non-adoption of internet banking in the Australian context. Moreover, this study provides results obtained through a cross-sectional mall intercept survey carried out in the Australian context and verbatim quotes obtained from the respondents in the form of open-ended comments. Furthermore, the implications related to bank managers, government, and policy-makers are presented.
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"The Role of Identity Theft in Identity and Access Management." In Advances in Business Information Systems and Analytics, 165–97. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-4828-7.ch007.
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The Australian Federal Police (https://www.afp.gov.au/what-we-do/crime-types/fraud/identity-crime) report that identity crime has critically threatened the Australian community as this type of crime has generated significant profits for offenders and caused considerable financial losses to the Australian Government, private industry and individuals. Recent estimates by the Attorney-General's Department indicate that identity crime costs Australia upwards of $1.6 billion each year, with the majority (around $900m) lost by individuals through credit card fraud, identity theft and scams. More alarmingly, identity crime continues to be a key enabler of serious and organised crime, which in turn costs Australia around $15 billion annually. This chapter discusses how personal identities can be stolen and exploited and proposes a Self-learning Context Aware Identity Access and Management Framework (SCAIAM) for combating identity theft.
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Sanders, Roy. "Personal and interpersonal skills." In Australian Library Supervision and Management, 175–91. Elsevier, 2006. http://dx.doi.org/10.1016/b978-1-876938-30-7.50023-2.
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Kashyap, Amit Kumar, Urvashi Jaswani, Anchit Bhandari, and Yashowardhan S. N. V. Dixit. "An Introduction to Corporate Insolvency Law and Reforms in Australia." In Corporate Insolvency Law and Bankruptcy Reforms in the Global Economy, 107–31. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5541-4.ch006.
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The Corporations Act of 2001 regulated the probable insolvency proceedings of all companies incorporated in Australia and companies incorporated or possessing separate legal. For personal insolvency, a specific legislation called Bankruptcy Act is there, but the basic framework of corporate insolvency law has been there since the inception of Corporations Act 2001 enactment, which includes all the aspects of company formation, management, governance, and dissolution. The authors have highlighted recent reforms; however, the main concentration of this chapter is on the legal infrastructure of corporate insolvency law at present as the reforms are not yet in force. The chapter also puts forth the problems faced by corporate debtor and creditors in the proceedings of insolvency resolution and has also expressed the scenario of cross-border insolvency in Australia in light of UNICTRAL Model law of cross-border insolvency which has been adopted by the Australian government in 2008.
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Sutton, Peter, and Bruce Rigsby. "People with "Politicks": Management of Land and Personnel on Australia's Cape York Peninsula." In Resource Managers: North American and Australian Hunter-Gatherers, 155–71. Routledge, 2019. http://dx.doi.org/10.4324/9780429304569-8.
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Singh, Supriya. "Privacy and Banking in Australia." In Handbook of Research on Social and Organizational Liabilities in Information Security, 161–74. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-132-2.ch010.
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Enabling customers to influence the way they are represented in the bank’s databases, is one of the major personalization, responsiveness, and privacy issues of banking. In this chapter we draw on the results from a qualitative study of the ways in which Australians think of privacy, security, and money. We find that changes in life stages, residence, and relationships motivate people to share additional personal information with their bank, in order to receive personalized services. The chapter proposes ways in which privacy rights management can help customers better represent themselves in a flexible manner, reflecting the changes in their lives.
Conference papers on the topic "Personnel management Australia"
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Rezaeian, N., L. Tang, and M. Hardie. "PSYCHOSOCIAL HAZARDS AND RISKS IN THE CONSTRUCTION INDUSTRY IN NEW SOUTH WALES, AUSTRALIA." In The 9th World Construction Symposium 2021. The Ceylon Institute of Builders - Sri Lanka, 2021. http://dx.doi.org/10.31705/wcs.2021.42.
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The construction industry faces many challenges, one of which is the difficult to define psychosocial influences. The construction sector has highly demanding employment conditions, long working hours and sometimes unfeasible terms of project execution. Psychosocial influences represent emotional as well as physiological characteristics which impact the immediate environment. Some construction personnel face psychosocial problems that can lead to depression or suicide. The research conducted in this paper focuses on the psychosocial status of personnel working in construction companies, in New South Wales (NSW), Australia. A questionnaire survey was conducted to investigate the psychosocial hazards observed in the construction industry in NSW. Practitioners in two private construction companies and one government department having construction project management experience in NSW were involved in the survey. The data analysis indicates that most workers experienced being pressured to stay back and work long hours. This led to workers being ‘very frequently’ tired. Regarding bullying, Respondents reported that the frequency of they experienced ‘exclusion or isolation from workplace activities’ was ‘monthly’. Being ‘Subjects of gossip or false, malicious rumours’ was reported as happening ‘weekly’ and ‘Humiliation through gestures, sarcasm, criticism or insults’ was said to happen ‘almost daily’. This study's findings indicate that construction projects could have unaddressed psychosocial hazards and risks, each of which may be a potential factor for accidents and occupational and psychological injuries. The data displayed from this research could help understand psychosocial hazards. Spreading awareness on the issue can hopefully be a step towards improving the mental health of construction workers while decreasing the overall suicide rate.
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Kumar Debnath, Ashim, Tamara Banks, and Ross Blackman. "Beyond the Barriers: Road Construction Safety Issues From the Office and the Roadside." In Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100162.
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Conceptually, the management of safety at roadworks can be seen in a three level framework. At the regulatory level, roadworks operate at the interface between the work environment, governed by workplace health and safety regulations, and the road environment, which is subject to road traffic regulations and practices. At the organizational level, national, state and local governments plan and purchase road construction and maintenance which are then delivered in-house or tendered out to large construction companies who often subcontract multiple smaller companies to supply services and labor. At the operational level, roadworks are difficult to isolate from the general public, hindering effective occupational health and safety controls. This study, from the State of Queensland, Australia, examines how well this tripartite framework functions. It includes reviews of organizational policy and procedures documents; interviews with 24 subject matter experts from various road construction and maintenance organizations, and on-site interviews with 66 road construction personnel. The study identified several factors influencing the translation of safety policies into practice including the cost of safety measures in the context of competitive tendering, lack of firm evidence of the effectiveness of safety measures, and pressures to minimize disruption to the travelling public.
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Rintel, E. Sean. "Conversational management of network trouble perturbations in personal videoconferencing." In the 22nd Conference of the Computer-Human Interaction Special Interest Group of Australia. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1952222.1952288.
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Sheil, Henry, and Peter Young. "Challenging the Need for Dual Gas Production Flowline Systems Using Emerging Hydrate Remediation Intervention Technology." In ASME 2011 30th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2011. http://dx.doi.org/10.1115/omae2011-49191.
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Gas production flowlines are presenting flow assurance challenges in hydrate management resulting from low ambient seawater temperatures in an increasing number of deepwater developments. During operation the equilibrium hydrate temperature of the produced fluid may be above the minimum seabed temperature, and hence there is a risk of hydrate blockage in the subsea system should the hydrate inhibition system fail. The continuous injection of MEG, with little or no insulation of the subsea system, is a common hydrate mitigation strategy for a gas production system. If insufficient inhibitor is injected there is a risk of hydrates forming and potential blockage of the pipeline in parts of the field. The industry-preferred approach for hydrate blockage remediation is Dual Sided Depressurisation (DSD). The objective is to depressurise the flowline to below hydrate onset conditions, allowing hydrate dissociation and safely disposing of the gas inventory. This is typically performed by one of two methods; installation of a dual flowline system for facility based depressurisation (with CAPEX implications); or a Mobile Offshore Drilling Unit (MODU) can be connected to an appropriate point upstream of the blockage to allow simultaneous depressurisation at the MODU and the facility (with OPEX implications). It is recognised that either method incurs significant costs. Typically the cost and time uncertainties of bringing in a MODU to solve these production stoppages is unattractive. Consequently subsea gas developments have often incurred the increased CAPEX of providing dual flowlines to permit DSD from the facility. An optimisation of the MODU-based intervention method is the subject of this paper. The feasibility of using a “lightweight” intervention vessel (for example an Offshore Support Vessel) in place of the MODU to depressurise the flowline is discussed. This paper discusses hydrate remediation difficulties and case studies; presents emerging hydrate remediation methods and briefly introduces vessel requirements. In discussing this optimisation, this paper also presents an introduction to hydrate remediation theory, some practical challenges, case studies and vessel requirements. The study concluded: • Significant CAPEX reductions may be achieved by adopting the outlined strategy; namely avoiding dual flowline infrastructure, and ensuring a reduced response time and day rate for any hydrate remediation operations to be performed. • For this strategy to be adopted cost effectively, pre-engineering, along with suitable contractual arrangements, are required to make the necessary equipment and personnel resources readily available should a hydrate blockage occur. For assets in remote locations, e.g. Australia, making the resources available is a significant challenge. • Flowline system access for depressurisation may be achieved by two methods; via the subsea Christmas tree or via suitably located fluid injection/vent access point(s).
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Adam Assim, Mohamad Ibrani Shahrimin Bin, and Mohamad Maulana Bin Magiman. "Sociocultural Imperatives of Collaborative Interactions among Malaysian Indigenous and Non-Indigenous Children in an Educational Environment." In GLOCAL Conference on Asian Linguistic Anthropology 2020. The GLOCAL Unit, SOAS University of London, 2020. http://dx.doi.org/10.47298/cala2020.16-1.
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This paper seeks to describe the vital traits of sociocultural artifacts within collaborative social interactive patterns exhibited by indigenous and non-indigenous children in a computer environment. The case investigative method was used in one pre-primary centre in metropolitan Perth, Western Australia, to examine the patterns of collaboration among young children whilst working with computers. To assess the children’s current social skills and computer competence, and their general social interaction with peers, the researcher interviewed the children and their teacher through a semi-structured interview, to guide the discussion. Both observational comments, descriptions and data analyses were presented with anecdotes. 243 interactions were identified and classified into 16 interaction patterns. The frequency of occurrence of identified interactions was analysed in the form of descriptive statistics. Factors facilitating the collaborative interaction of children whilst engaged in computer activities were found to be related to the sociological imperatives of the immediate contexts of the social interactions involved. Associated with the main findings were three major variables: (1) The classroom teacher variable (philosophy and educational beliefs, task-structure and computer management); (2) the software variable (sociocultural appropriateness, developmentally appropriateness, content, design, and programmed task-structure); and (3) the child variable (computer competency and attitude towards computer, social goals, social skills, and personal relationship with collaborators). By identifying the imperatives of sociocultural traits of collaborative social interactions of children, and factors that may facilitate or inhibit these interactions, sociologists, social anthropologists, educationists, linguists, and early childhood educators will be in a better position to integrate the computer into their classroom and to promote positive sociocultural-appropriate prosocial interaction among indigenous and non-indigenous children whilst engaged at the computer.
Reports on the topic "Personnel management Australia"
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GOVERNORS & SENIOR PERSONNEL - Dr H.C. Coombs - Correspondence, Diaries and Speeches - Address - Australian Institute of Management, Brisbane Division - Top Management Conference, Mt. Tambourine - 17-19 May 1957. Reserve Bank of Australia, September 2022. http://dx.doi.org/10.47688/rba_archives_2006/04389.
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