Dick Smith Holdings Limited (formerly Dick Smith, Dick Smith Electronics or DSE) is a major retailer of consumer electronics, founded in 1968 by Richard "Dick" Smith.

On 4 December 2013, Dick Smith became a public company, ASX code: DSH. Formerly it was 98% owned by private equity firm Anchorage Capital Partners (the remaining 2% was owned by some board members and senior management) which acquired it on 26 November 2012, from Woolworths Limited, which owned it from 1982 until the end of November 2012. Founder Dick Smith takes no part in the running of the company.

b) Objective

The purpose of a safety manual lifting/handling management system is to create an environment in which hazards are systematically identified, assessed for risk, controlled and the effectiveness of controls reviewed. safety manual lifting/handling management system do not give 100% assurance that work related injuries will be avoided, but a systematic approach to hazard management is more likely to reduce injury.

C) Roles and responsibilities

Ø Manager

ü Provide Safety manual lifting/handling training to all staff members

ü Provide Training

ü monitor and regularly review use a risk based approach for managing Safety manual lifting/handling performance

Ø Staff

ü follow WHS policy and procedures

ü be familiar with safety manual lifting/handling tips/steps

ü wear appropriate clothing and footwear for the work you do

ü use equipment properly

Ø Supervision and training

ü Training should cover information about potential risks associated with their work, workplace safety policies and procedures, how to work safety. It is important that any training we provide takes and add it is also important that you review training information periodically to ensure it is up-to-date, relevant and appropriate.

ü It is important as part of continuous improvement to show employees performance level at what level it is improving. This will indicate employee’s training

ü To ensure all employee can improve their relevant skills and knowledge all the time and up-to-date

Ø Performance Review Guidelines

ü Within the performance review guidelines it is important to understand how quickly the business is changing per

- Technology changes

- Customer interest and choice are very high expectation

- Very competitive market

Ø Applications of Awards

ü It is important to acknowledge the employees for their performance to reward and motivate their work

ü Example: Crew of the month

Manager of the year

ü This is an encouragement to the employees to increase their performance skills in the workplace

Ø Salary reviews

ü Because market price rising up every year, Staff salary will be reviewed every year

ü Salary review is important part of organisation policy to keep the employee motivate and perform well in their job. It needs to be reviewed on the basic at market inflation

Ø Resources

ü Manager will take WHS training by Work cover company

ü Resources are significantly important to support employees work performance to make their job more easier, quick in delivering and adding performance & value in the outcome result for meeting the organization standard

Ø Relevant organisational documents/legislation/templates

ü Workplace Health & safety

ü Sex discrimination Act

ü Antisocial behaviour

ü Bullying

Ø Review dates

ü Manual lifting/Handling policy will be reviewed every 3month

ü Review date are to be placed by the organizational review board

ü Date and time are important to review dates as per timeframe

2. Performance Management Procedures

a) Performance Review (Appraisal) Procedure

Additional actions may be required, as noted below:

ü “Rarely Achieves Expectations” or “Consistently Exceeds Expectations”. Additional documentation should be submitted, indicating specific areas of deficiency or extraordinary accomplishment. This may be accomplished by using the Performance Review Detail Form. In the case of a “Rarely Achieves Expectations” review, a performance improvement plan detailing specific expectations to achieving acceptable performance is filed. An employee shall not be given a “Rarely Achieves Expectations” rating without prior documentation, oral or written, that performance was deficient.

ü “Sometimes Achieves Expectations”, “Fully Achieves Expectations”, or “Fully Achieves and Occasionally Exceeds Expectations”. Performance evaluations with these ratings are maintained in the employee’s permanent record in Human Resources. Quarterly reviews of the performance evaluation should be performed with the employee to ensure the employee is remaining on track with goals, objectives, and job expectations.

b) Coaching procedure

ü Coaching is the ongoing process whereby the supervisor directs the development of the employee through regular performance feedback. If the employee is meeting the supervisor’s expectations, positive feedback can be used to reinforce performance and further motivate the employee to even higher levels of performance.

c) Disciplinary procedure

ü It is important to carry out necessary investigations of potential disciplinary matters without unreasonable delay to establish the facts of the case. In some cases this will require the holding of an investigatory meeting with the employee before proceeding to any disciplinary hearing. In others, the investigatory stage will be the collation of evidence by the employer for use at any disciplinary hearing.

ü In misconduct cases, where practicable, different people should carry out the investigation and disciplinary hearing.

ü If there is an investigatory meeting this should not by itself result in any disciplinary action. Although there is no statutory right for an employee to be accompanied at a formal investigatory meeting, such a right may be allowed under an employer's own procedure.

d) Grievance procedure

ü If it is not possible to resolve a grievance informally employees should raise the matter formally and without unreasonable delay with a manager who is not the subject of the grievance. This should be done in writing and should set out the nature of the grievance.

ü Employers should arrange for a formal meeting to be held without unreasonable delay after a grievance is received.

ü Employers, employees and their companions should make every effort to attend the meeting. Employees should be allowed to explain thWeir grievance and how they think it should be resolved. Consideration should be given to adjourning the meeting for any investigation that may be necessary.

Policy Template


Policy Name : Proper Manual lifting
Policy Number : Doc 1	Contact Officer : Manager –
Date Approved : 8/7/2014	Date for Next Review :8/7/2014
Overview All Staff can follow the basic step safe lifting and handling
Aims and Objectives A Proper methods of lifting to reduce injury
Unit Teams Jinwoo Suk, Eunjin Yu, Sarang Choi
Responsibility for Performance Management and Training WHS Manager: Sarang Choi
Policy Implementation Training staff proofer stance and grip and monitoring with record keeping policy
Manager’s responsibilities Provide staff with training and monitoring
Employee’s responsibilities follow by the policy of workplace
Performance Management Framework gendering feedback meeting all staff every week and updating system of workplace regularly
Equity N/A
Performance Management KPIs Monitoring make sure everyone the staff work performance follow same step and policy
Funding N/A

Procedure Template

PROCEDURE # :	Safety Manual lifting/Handling
TASK DESCRIPTION :	Keep workplace clean and follow the basic steps
DEPARTMENT :	Human resource D/T	SOP# :	0001
APPROVED BY :	WHS manager	DATE :	7/7/2014

PROCEDURE:

#	ACTIOIN	DESCRIPTION	STANDARD REQUIRED	WHO
1 2	Sticking safety manual Lifting/Handling poster on the wall following safety manual lifting	Must be put the sign on proper space where staff can find easily (notice board) staff can work their task following the basic step safe lifting and handling	All staff must check the notice board All must be following the procedure of workplace policy	Manager staff

IF SUCCESSFUL, SIGN AND DATE :

JOB TITLE	NAME	SIGNATURE	DATE
EMPLOYEE/CANDIDATE			8/7/2014
SUPERVISOR/ASSESSOR			8/7/2014

Just Jin

글 목록

BSBMGT502B Manage People Performance Assessment Task 1

Table of Contents

Dick Smith Holdings Limited

1. Develop Policy and Procedures

a) Introduction