This course develops an understanding of important human resources such as developing a team approach, team performance, evaluating staff, workplace scheduling, recruiting and communication.
There are 8 lessons in this course:
- Work Schedules
- Work Teams
- Workplace Efficiency
- Staff Performance
- Workplace Communications
- Staff Grievances
- Developing a Staff Manual
Each lesson culminates in an assignment which is submitted to the school, marked by the school's tutors and returned to you with any relevant suggestions, comments, and if necessary, extra reading.
What You Will Do
- Prepare a work schedule, in accordance with a given job specification.
- List items of information which legally must be maintained in staff records.
- Explain different methods of maintaining work records.
- Calculate pay for a specified case study, including deductions for taxation and superannuation.
- Write a procedure for the maintenance of essential work records, in a specified recreation workplace, and in accordance with Quality Assurance Standard 9002.
- Explain different delegation techniques appropriate to a specified recreation workplace.
- Develop procedures to ensure different work tasks in a recreation workplace are performed in accordance with employer policy.
- Plan work programs, for different situations, including
- delivery of a specified activity program
- maintenance of a specified recreation facility.
- Develop a procedure to monitor work performance which satisfies the Quality Assurance Standard 9002.
- Develop criteria for evaluating team performance in different situations.
- Evaluate performance of a team, using criteria.
- Analyse evaluation made of the performance of a work team.
- Develop recommendations for improvement of work team performance evaluation.
- Develop a summary for a work team training program, in response to specified recommendations which have been developed.
- Analyse staff needs in different recreation workplaces you visit, to determine areas where adjustments may be desirable for allocated manpower hours.
- Explain the purpose of job specifications, including control of work tasks.
- Develop strategies to locate potential employees, for different specified situations in the recreation industry, detailing those strategies.
- Write copy for specified job advertisements, including
- a classified of thirty five words
- a small display advertisement.
- List criteria for staff selection, in a specified situation.
- Plan a standard job interview, in accordance with a given job specification, to run for twenty minutes.
- Explain initiation procedures for a new member of staff, in accordance with a given job specification and specified situation.
- Define "probation period" in a specific workplace.
- Compare the legal implications of recruiting new staff in accordance with different specified procedures.
- Explain differences in staff recruitment processes in different large organisations.
- Explain different methods of assessing work productivity.
- Design an Employee Performance Appraisal Form for a specified situation in the recreation industry.
- List difficulties in using employee appraisal forms.
- Evaluate the performance of different employees, in different recreation workplaces, using staff appraisal forms.
- Develop a list of procedures to review changes, in the skills of an employee.
- Explain career advancement opportunities for staff in different recreation workplaces you investigate.
- Explain career paths for different different specified recreation industry jobs using illustrations.
- Explain the purpose of staff meetings in a specified recreation organisation.
- Explain the effectiveness of communication systems between staff and management in different, specific, recreation organisations.
- Write an organisational procedure, to provide management with feedback from employees on any work related issues.
- Explain different techniques of conflict resolution, appropriate to a specified problem in the workplace.
- List guidelines for maintaining morale in a workplace.
- Explain different types of grievance, in a specific workplace.
- Explain the role of an employee or union representative in dealing with a grievance.
- Explain the role of a supervisor in dealing with a grievance in a specific case study.
- List guidelines to follow when dealing with a grievance.
- Develop a formal procedure for dealing with grievances in a specified workplace situation.
For more information on this course, please request your free course information pack.
If you are an Australian citizen you may be eligible to receive financial support,
meaning you can defer payment of your course fees. Additionally, if you are an
Australian resident you may also be eligible to
receive Abstudy/Austudy or Youth Allowance.
We live in a society where the pressures of daily living are high with financial
expenses, personal and work commitments, and mortgage and rental obligations.
Then there are the unexpected life challenges that also get thrown our way.
With this in mind the thought of taking on study can be daunting for most people.
Here at Learning Cloud we understand that life doesn’t run in a straight line it
has many ups and downs.
As an enrolled student at Learning Cloud, you are entitled to access a variety of
non-academic support services from the Student Services Unit. These supports are
designed to walk beside you throughout your studies they will assist you in life’s
ups and downs to provide you the best opportunity to successfully complete your
STUDENT SERVICES PROGRAMS INCLUDE:
- Careers Counselling Service
- General Counselling Service
- Disability Liaison Service
- Retention & Engagement Service
- Student Activities
- Disabled Australian Apprentice Wage Subsidy (DAAWS)
- E Counselling
- Parent support
- Reasonable Adjustment Plan (RAP)
Call our student support today on 1300 650 569 or Email Faculty
Get more information
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form to the right and a study consultant will contact you with the details
How will this course advance my career?
Learning Cloud programs have been developed in response to industry demand
and are specifically designed to equip graduates with work-ready skills.
Each participant will be trained and assessed in theory and in practical tasks
and Real-world exercises are used throughout the program.
Studies prove, time and again, that college-educated workers earn more than those
with only a high school qualification. College graduates often enjoy additional
benefits, including greater job opportunities and promotions. Though the proof for
greater earning potential exists, some might wonder whether the cost of the
education warrants the overall expense in the long run.
College Graduate vs. Non-Graduate Earnings
The National Centre for Education Statistics (NCES) analyses employee earnings data
biennially, according to education level. Findings indicate that workers with a
qualification earn significantly more than those without. Since the mid-1980s,
education has played a large part in potential wages, with bachelor's degree holders
taking home an average of 66% more than those with only a high school diploma do.
While college-educated workers' wages have increased over the past two decades,
those with only a high school education have seen decreases in annual salaries in
the same time period (nces.ed.gov).
How else will I benefit from studying with Learning Cloud?
- Studying online or distance means you can study where you want
and at your own pace.
- Receive career-focused training with practical, hands-on learning.
- All course materials are provided and all digital platforms are
interactive, work on any device and designed to be fun.
- Recognition of Prior Learning or Skills Recognition may be available
for previous work experience, formal training or qualifications in this field.