Your workforce is one of the most vital resources of your business. Finding and keeping the right people is critical to improving business performance.

Firstly, it is important to determine what level of staffing you need, and how your staff will be employed – would you be better served with an ‘employee’ or ‘contractor’? Is your cash flow in order to be able to regularly pay wages and lodge superannuation on behalf of employees? It is important to work through the financial implications of employing others with your accountant before committing to the process.

If you decide to employ, you will need to spend some time working out what sort of employee you are looking for. This starts with a job and person specification. Describe the job you want done in detail, listing the tasks and duties the incumbent will need to perform. Then list the formal qualifications, skills and attitudes a suitable candidate would have to have to be able to do the job, identifying the essential qualifications, skills and training separately from the desirable ones.  This list will help you first to shortlist for the position and then to select your staff member from the applicants.

Employers are often unsure how much to pay a new employee. It may be the role is a new one in the business, or the employer may be concerned about overpaying or underpaying relative to prevailing market rates.

Most employers understand the need to be competitive with remuneration. Paying too little makes it difficult to attract good staff, paying too much erodes profitability. You can determine an appropriate level of salary for a new staff member by:

  • checking award conditions
  • talking to other employers in your industry
  • asking your industry association
  • consulting a remuneration adviser
  • checking employment advertisements for similar jobs
  • asking the prospective employee about their expectations

Agreement making

Individual agreements

No legislative provisions for the making of individual agreements apply in South Australia.

Collective agreements

Fair Work Australia operates national workplace relations system underpinned by the Fair Work Act 2009. This system works with the office of the Fair Work Ombudsman and Fair Work divisions of the Federal Court and Federal Magistrates Court.

Who can help?

Fair Work Australia can assist with issues relating to:

  • dismissal
  • dispute resolution
  • minimal wage setting
  • national employment standards
  • awards
  • taxation

Food and Beverage Development Fund

This fund supports vocational education in the food and beverage industries with sponsorships.

Skills for All can also help you better understand the State’s labour market and your industry’s workforce, and connect you to information about your region, especially in relation to employment and skills.

Human resources and employment
Business SA offers resources to help you understand the diversity of your workforce and implement an effective human resources program to enable employees to become high performers, achieving beyond their goals.

Food, Tourism, Hospitality Industry Skills Advisory Council of SA
FTH can help with Developing industry specific work plans, identifying workforce trends and emerging skill needs as well as considering issues relating to career advice and the attraction and retention of a skilled workforce.

Apprenticeship assistance
The Federal Government has various employment assistance schemes, particularly designed to attract young people into the workforce.

Useful phone numbers

  • Traineeships and apprenticeships – 1800 673 097
  • Wages and awards – 1300 365 255
  • WorkCover – 13 18 55
  • Tax instalment deductions – 13 28 66
  • Superannuation guarantee – 13 10 20

Developing your workforce

Businesses are increasingly recognising the need to have good workforce development practices in place, especially in a tight labour market. Smart businesses value their staff and involve them in their vision and management. It is often the line staff who have a great idea about how to improve a business or production process.

The importance of workforce development and planning within the food sector is particularly critical, given an identified shortage of skilled labour in SA. Numerous government and industry bodies are putting a strong emphasis on ensuring the quality of training is maintained to industry standards, to help build a more skilled and professional industry. They include:

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