Employee’s responsibilities and rights are important to make sure that the entire employees are made aware of what they need to be doing to improve the safe and healthy work environment. The employer’s duty of care involves securing individuals from both physical hazards and workplace psychological hazards. To achieve the duty of care, the employer needs to take the account any particular needs an employee may comprise to ensure that they are able to work safely. The present study will be further discussing the role of the occupation within the company as well as industry. The study will also be discussing the career pathways within the company.
AC1.1: Explain the role of their occupation within an organisation and industry
The occupation relates to the kind of work performed in the job, the job being all the tasks being evolved by the individual worker to accomplish the duties. The occupation is defined as the set of jobs that are further similar in the performance of the work (Poon, 2019). Kind of work is determined in terms of duties, tasks and responsibilities or applied, the equipment used along with the services or products served. The occupations are proved to be homogeneous in relation to the skill type as well as skill level. Occupation used to the main contribution of the labour to that aspect of economic activity that is within the boundary of the production defined for the system of National Accounts. Therefore, the employed person related to those during the reference period had the labour force status of being employed.
AC1.2: Describe career pathways within their organisation and industry
In the current decades, as well as the career development has viewed as a drift in the way it is evidenced. Furthermore, it was up to the companies to make sure that its staff members had the skills to achieve the long term goals of the company. The career path, as well as the career ladders, are the two main traditional approaches by that the staff members can improve as well as progress within the organisations (Rudinet al. 2016). The career path includesdiverse forms of the career progressions, involving the outdated vertical career ladders, dual career ladders, parallel lattices of career, career development outside the organisations and reprise careers.
Therefore, the career ladders are defined as the Furthermore, the staff members that they are liable for their own development of the career. The career development is seen today as the major kind of partnership with the staff members. Many respondents will not determine with the organisations unless it provides career development as the major component of the culture. Career development needs to be considered from the main perspectives of both the employees and the organisations (Bainbridge and Broady, 2017). An organisation needs to consider the entire directions as well as goals in order to assess the competencies that they require from the workforce to be more effective. It is more important than the company take the account into the motivations of the employees to succeed as an individual.
AC1.3: Identify sources of information and advice on an industry, occupation, training and career pathway
Friends and families can be supportive in supporting in providing information regarding the career. While they shall not always have the required information, they may know the other knowledgeable people and capable to put the main job seekers in relation with them. The main contacts can result in an information interview that usually means talking who can serve the information about the organisation or career. The individual needs to have the main experience to determine how the trained for an emerging job, received promotions and dislikes or likes the job.
Counsellors are the main professionals trained to support the client assess the weakness and strength, analyse the values and goals and also determines what they need in the career. The counsellors can be searched in:
- Placement offices in the private vocational or the technical schools
- Vocational rehabilitation agencies
- Private counselling agencies
- High school guidance offices
The internet serves similar jobs information that is needed through career centres, libraries as well as guidance offices. Furthermore, no individual resource or networks will need the entire expected information (Park and Abril, 2016). The resources comprise of the individual information and statistics on the individual aircraft mechanics towards the zoologists. Topics related to the range from the initial type of educations or the training required for performing conditions, prospects, earnings or the advancements.
Trade associations, professional societies, business firms and trade associations and educational institutions provide the main variety of inexpensive career materials. Trade organisations are individually useful sources of the information if the individual has an initial job and is seeking another or being downsized by different employers.
AC1.4: Describe an organisation’s principles of conduct and codes of practice
Members need to maintain the effective level of information as well as skills within the career lifestyle. Members need to serve the duties industriously, without favour conscientiously and with regard to the initial interest of the managers, specialised colleagues, the business connections (Mohamedet al. 2019). The members need at all-time work in the law. They comprise of emerging responsibilities to advise the organisations and individuals from whom they perform as well as who they delegate the performance.
The members need to offer the main information to those from which they perform with the view to serving housing service that satisfies the needs of the employees. The members need to seek to eliminate the main promotional without the favour along with regard to the main interest of the employers (Iulis, 2018). The members need to seek to eliminate the discriminations as well as improve the equality of opportunity. The members should seek to eliminate discrimination as well as improve the main equality for all. The members should never use the main language that is likely to offend to be detrimental to housing the services.
AC1.5: Explain issues of public concern that affect an organisation and industry
The issues of retaining and attracting the qualified workers, once an issue in an inaccessible the maximum number of the markets, is flattering the universal challenge. Wage level, Demography and failures to address the worker satisfaction as well as the standing for the long hours and the low pay scale all are cited as the subsidising factors (Petković and Ilić, 2017). Creative hospitality specialists have started to improve the innovative goals and policies for capturing as well as capturing the high-quality workers. The growth rates of the populations have been displaying in Europe, the US as well as any other decades. One of the main issue is Construction costs along with the costs for fixtures, furnishings as well as the equipment (FF&E).
To achieve the duty of care, the employer needs to take the account any particular needs an employee may comprise to ensure that they are able to work safely. The occupation is defined as the set of jobs that are further similar in the performance of the work. The career development is seen today as the major kind of the partnership with the staff members. The individual needs to have the main experience to determine how the trained for emerging job. As per the Associated General Contractors of America, construction costs initially by materials costs spiked in the year 2004 (Lee, 2017). Trade organisations are individually useful sources of the information if the individual has initial job and is seeking another or being downsized by different employers. The members should seek to eliminate the discrimination as well as improve the main equality for all. The members should never use the main language that is likely to offend to be detrimental to housing the services.The aging workforce moving to the retirement is generating the huge void that can further expected to grow larger moving forward. Hotel companies require to develop the internal programs to generate the attractive career paths so that the capable candidates view employment as a professionals development chances with the efficient potential for the major advancements.
Selecting for the entry level positions is easier. Many respondents will not determine with the organisations unless it provides the career development as the major component of the culture. Career development needs to be considered from the main perspectives of both the employees The individual needs to have the main experience to determine how the trained for emerging job, received promotions and dislikes or likes the job. They comprise of emerging responsibilities to advice the organisations and individuals from whom they perform as well as who they delegate the performance (Thomsenet al. 2016). The members should seek to eliminate the discrimination as well as improve the main equality for all. The members should never use the main language that is likely to offend to be detrimental to housing the services. The occupations are proved to be homogeneous in relation to the skill type as well as skill level. The career development is seen today as the major kind of the partnership with the staff members. It is more important that the company take the account into the motivations of the employees to succeed as an individual.
AC1.6: Describe the types, roles, and responsibilities of representative bodies and their relevance to their role
In a job role, it is very crucial for the range of the representative bodies, it helps to encourage and promote the view of the employee with the help of the common effect. In our organization was to collect the views of the members and it looks like an important discussion for implementing change with the support from the desire employee and their professional bodies.
With the help of the trade union, it is a group of the employee is working together for the same and the common goals. It helps to improve the condition of the employee in our organization. For example, it can say fairer play with better hours (Nurun Nabi and Dip, 2017, p.2). Trade unions play a very important part in a person’s working life, and they also help to face the problem at the work and also provide all the support to the members. On the other hand, trade unions have become a change in a big part of our organization and the employees. Child labor is abolition, and some legislation will be followed by our organization. It is also a very disadvantage for working. The member of the achievers of trade unions is doing this with the help of some actions. The change in the workplace also provides legal advisers and financial support. It also takes part in the supporting members of our organization for better achievement.
Some of the trade unions are professionally exclusive in a one-sector and it was only associated with the lectures and teachers. The national union of teachers is generally specified for teaching and education (Becton et al, 2017, p.101). There is no specific admin in the trade union and I can’t join as a general union. Trade unions and general unions represent the employee from the industry and the non-sector. Through the help of the network providing it was to help discuss the field of activity. Implementing discipline is very much important for developing a bright and brilliant student career with a good career and job.
AC2.1: Describe the employer and employee statutory rights and responsibilities that affect their role
All the employees in our organization have some rights, which helped to protect them in their workplace. Employee rights are very much important. The rights are according to their responsibilities and duties. Responsibility and rights are cover a range of issues, including redundancy, minimum wage, contracts, health and safety, and also holiday entertainment. Employee statutory is given by the law, and that’s why is legal for any of this breached and rights. Many rights are included here like; the paid of annual leave right, the leave of paternity right, and the right of working maximum 48 hours in a week.
In our organization employees are also some statutory rights likes; the right of the free monitor of every employee, and also some particular groups are there, those groups are not the same statutory rights as the other employee. Those groups are freelancer’s agent workers, trainee doctor, and also the members of the armed forces (Periard et al, 2018, p.57).
According to the rights they have some particular duty that has to be fulfilled. As an example, an employee always has to protect the welfare of the employee and also the health of the employee. This would be carried out for the risk management assessment. According to the health and safety act 1974, it was clearly defined that health and welfare are the first safety for an employee in our organization. The employee can be served in the area which was included in their rights are responsibilities.
AC2.2: Describe an employer’s expectations for employees’ standards of personal presentation, punctuality, and behavior
In our organization, most of the employees are to provide guidance to their other employees for help in a staff handbook. These types of documents depend on the organization and it also checked how the employee outlines the standard of the employee for the professional behavior that was mostly expected in the workplace. In our organization, the dress code and the individual presentation is present the staff policies and the code of practice in the term of the contract. With the help of the dress code, the employees are permitted to adhere to some confidentiality policies all the time. Especially was covered the data protection act of 1998. According to this act, it says the data should be used fairly and lawfully for the appropriate reasons. It is also defined that the data should be stored in a protective place and also under security. In our organization, the employee records are protected form 7 years ago (Wettstein et al, 2019, p.54). According to my role, there are lots of information are there which are very sensitive, and it is following the policy code and the conduct of the surrounding tissue.
With the help of any job role, it is very important to present yourself professionally. For doing this a lot of individuals and crucial character must be present that are reliability, punctuality, honest, and trustworthy. These are the four pillars of a well-behaved employee. For a job, teamwork is most essential for a good quality of work. Employers always want that employee to come and join in work at a particular time. Timing is very essential in our organization. At the time of working is also very important to find an alternative solution.
AC2.3: Describe the procedures and documentation that protect relationships with employees
In our organization, there are lots of legislation and documentation that was helped to protect our employee. All the documents and legislation will be accessed by the staff server, and staff policies are also accessed through the staff server. Generally, the main documents were used for all of the jobs in a contract of employment (Xu et al, 2019, p.440). A contract was made between the employee and the owner of the organization. In a contract, some parts have already existed with the help of the employment law. For example, a full-time employee is legally applied for 28 days paid annual leaves. If in the contracts state that the time period is defined less than it then this contract part does not apply in this situation. In our organization, there are two parts of contracts, one is the express terms and another is the implied terms. Express terms help to explicitly between the employee and their employees. A lot of employees are entitled to a written documentation starting with the first two months of implied terms. The written document is naturally expected by the employees in our organization. On the other hand, implied terms are stealing from the employer’s trust relationship and it has to be pay wages and also provide works (McMullen and Bergman, 2017, p.270).
The Employment Right Act 1966 is helping to protest all the employees form the bad element of our organization and also make the statutory rights for the employees and the workers. It included a section of rights in the contracts with reasonable notice, compensation, and redundancy of payment. The equality act 2010 also releases previous legislation to cover equality and discrimination. Equality is very simple and easier to understand. It is created to protect employment equality in our organization (Yunita and Saputra, 2019, p.102). Human rights commission and equality are responsible for the enforcement and the promotion of equality and the laws of discrimination. If there is any problem in my role, the documentation is related the equality and the quantity will be equal for the policy opportunities.
AC2.4: Identify sources of information and advice on employment rights and responsibilities
A different source of information is present on behalf of employment rights and responsibility. Generally, in our organization, the entire employee has been breached with the first discussion of other employee or manager. Lots of a time they also did some mistakes and then it will be paid for the all of the employees. Employee policy and the information are founded on the handbook of the staff policy (Ahmed et al, 2017, p.1197). It is very essential for a sustainable development for a business organization. After that, a penalty of a external services is started offering with a well-managed information and employment rights. in our organization, areas of the helpline is always open for providing free use of the workplace. The employees are also provided similar services and information to another employee into the organization. This service is used to find a better solution and it is also called conciliation. If there is no solution is found then the employment cases have to take an employment tribunal. If the employee clams to be a member of a trade union, the information will be taken by the organization. A trade union is an organization that aims to improve the conditions of members of employment.
At the end of the study, it will be concluded that employability rights are very much important for developing a sustainable business opportunity. Even the cost of the legal agreement is very low and it is not to be discriminated against. It also provides a better work environment and the respect of the organization’s regulations.
Ahmed, U., Khalid, N., Ammar, A. and Shah, M.H., 2017. Assessing moderation of employee engagement on the relationship between work discretion, job clarity and business performance in the banking sector of Pakistan. Asian Economic and Financial Review, 7(12), p.1197.
Bainbridge, H.T. and Broady, T.R., 2017. Caregiving responsibilities for a child, spouse or parent: The impact of care recipient independence on employee well-being. Journal of Vocational Behavior, 101, pp.57-66.
Becton, J.B., Gilstrap, J.B. and Forsyth, M., 2017. Preventing and correcting workplace harassment: Guidelines for employers. Business Horizons, 60(1), pp.101-111.
de Iulis, C., 2018. Duties And Responsibilities Of The Public Employee. Absenteeism And Responsibility For Damamge To The Public Administration Image. Curentul Juridic, 72(1), pp.117-122.
Ilić-Petković, A. and Ilić, M., 2017. Civil servants’ responsibilities and protection of their rights. Godišnjak Pedagoškog fakulteta u Vranju, 8(1), pp.93-106.
Lee, J., 2017. The entrepreneurial responsibilities test. Tul. L. Rev., 92, p.777.
McMullen, J.S. and Bergman Jr, B.J., 2017. Social entrepreneurship and the development paradox of prosocial motivation: A cautionary tale. Strategic Entrepreneurship Journal, 11(3), pp.243-270.
Mohamed, A.K., Mohamed, F.R. and Saleh, N.M., 2019. Nurses’ Awareness about their Rights and Responsibilities. Assiut Scientific Nursing Journal, 7(18), pp.87-94.
Nurun Nabi, I.M. and Dip TM, H.A., 2017. Impact of motivation on employee performances: a case study of Karmasangsthan bank Limited, Bangladesh. Arabian J Bus Manag Review, 7(293), p.2.
Park, S. and Abril, P.S., 2016. Digital Self-Ownership: A Publicity-Rights Framework for Determining Employee Social Media Rights. Am. Bus. LJ, 53, p.537.
Periard, D.A., Yanchus, N.J., Morris, M.B., Barnes, T., Yanovsky, B. and Osatuke, K., 2018. LGB and heterosexual federal civilian employee differences in the workplace. Psychology of Sexual Orientation and Gender Diversity, 5(1), p.57.
Poon, T.S.C., 2019. Independent workers: Growth trends, categories, and employee relations implications in the emerging gig economy. Employee Responsibilities and Rights Journal, 31(1), pp.63-69.
Rudin, J., Yang, Y., Ruane, S., Ross, L., Farro, A. and Billing, T., 2016. Transforming attitudes about transgender employee rights. Journal of Management Education, 40(1), pp.30-46.
Thomsen, S., Rose, C. and Kronborg, D., 2016. Employee representation and board size in the Nordic countries. European Journal of Law and Economics, 42(3), pp.471-490.
Wettstein, F., Giuliani, E., Santangelo, G.D. and Stahl, G.K., 2019. International business and human rights: A research agenda. Journal of World Business, 54(1), pp.54-65.
Xu, M., Qin, X., Dust, S.B. and DiRenzo, M.S., 2019. Supervisor-subordinate proactive personality congruence and psychological safety: A signaling theory approach to employee voice behavior. The Leadership Quarterly, 30(4), pp.440-453.
Yunita, P.I. and Saputra, I.G.N.W.H., 2019. Millennial generation in accepting mutations: Impact on work stress and employee performance. International journal of social sciences and humanities, 3(1), pp.102-114.