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Workplace assessments: developing theory and practice
Podcasts, powerpoints and/or papers from the presentations are available to LEADR members and
Explore techniques for managing workplace assessments.
They differ from more traditional consultancy, in that they draw perspectives and solutions from the team, and in their emphasis on positive, problem-solving approaches. Workplace assessments also differ from mediation and facilitation, in that the consultant makes judgments about the overall state of the team’s functioning and relationships, and formulates recommendations for action by the organisation and the team. This paper explores the theory and practice of workplace assessments, highlighting potential advantages and disadvantages of the workplace assessment process as an ADR practice. Dilemmas in this area of practice are explored, with suggestions as to how these dilemmas might be managed by practitioners. The presentation will include structured question time for the audience, both at an initial stage, and at conclusion of the presentation. The aim will be to engage audience members to think more deeply about the nature of workplace assessment processes, and the potential advantages and disadvantages of workplace assessment. Team behind the presentation The paper for this presentation was authored by Alan Hough, Kim Manderson, Mark McCarthy, Prue McDonald and Harneer Saggi. Alan, Kim, Prue and Harneer are members of RailCorp's Grievance Advisory Service. Mark McCarthy is the General Manager, Employee Relations at RailCorp. With their combined experience in alternative dispute resolution, human resources and employee relations, they bring a depth and breadth of knowledge to the resolution of workplace conflict. Podcast: Listen to Alan talk about this session pre-kon gres (6 mins) >> |
Increasingly, mediators and other ADR practitioners are being asked to undertake workplace assessments. The workplace assessment process involves an independent third party gathering the view of team members about the current functioning and relationships within the team, and how they might be improved. Workplace assessments are sometimes initiated because of concerns by senior managers about the relationships and productivity of teams, including in response to allegations of low-level bullying. Workplace assessments differ from investigations in that they are more concerned with people’s perceptions and experience of their work environment, rather than a narrow focus on whether there is evidence of wrong-doing.
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Alan freely admits he has no (personal) life. In addition to working four days a week for RailCorp, Alan holds a part-time appointment as Senior Research Fellow of The Australian Centre for Philanthropy and Nonprofit Studies at Queensland University of Technology, where his research interests are the boards of nonprofit organisations, organisational performance, and processes of sensemaking. Alan serves on the board of Freedom 2 b[e], an organisation supporting lesbian and gay people of evangelical Christian backgrounds. He lives in Sydney with his partner Phill, and their dogs Lewie and Shadow. Mark is a keen Kayaker, and recently spent holiday in New Zealand engaging in a range of adventure sports including Sea Kayaking in Doubtful Sound and Para Gliding and Canyoning in Queenstown. His partner is Jan and they have two beautiful dogs |
Alan Hough
Alan Hough is Coordinator of RailCorp's Grievance Advisory Service. Alan brings to his role with RailCorp his experience as a union official, employer representative, line manager, tribunal member, and management consultant specialising in workplace conflict. He helped establish RailCorp's Grievance Advisory Service in 2007. The Service provides advice to employees with workplace concerns, be they complainants, respondents, or managers. The Service provides conflict coaching and mediation, using internal or external providers. Workplace assessments are conducted using the services of a panel of external consultants.
Mark McCarthy (left)
Mark McCarthy commenced his professional career as a NSW Police Officer, before moving in to human resources and completing a Master's degree in Commerce. Since making the move to human resources, Mark has undertaken various HR roles in both the private and public sector including Qantas and the Public Transport sector in NSW. Mark has specialised in equity and diversity, employee and iIndustrial relations, having also trained as a lawyer.
Mark has been RailCorp's General Manager Employee Relations since 2009, being responsible for RailCorp's programs in employee relations, equity and diversity, grievance advise and disciplinary review.
Prue McDonald
Prue McDonald has worked in the Human Resources division of RailCorp for four years, two years of which have been in the Grievance Advisory Service which specialises in resolving workplace conflicts. Prue is an accredited mediator under the LEADR model and has also been trained in Conflict Coaching under the CINERGY model. Prue holds Bachelor degrees in Science and Commerce with majors in Psychology, Human Resources, Industrial Relations and Marketing. Prue is currently completing her Masters in Human Resource Management and Industrial Relations.
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