Ergonomic & Competency Based Job Assessment
Behavioural Interviewing & Selection
Unresolved workplace grievances and conflict can result in poor productivity, absenteeism, illness and injury or stress claims. Pre-existing physical and psychological injuries can intensify if conflict remains unresolved further escalating the cost of claims and loss of productivity.
Mediation is a management and conflict resolution tool, designed to assist parties and individuals to take responsibility for resolving a dispute through active decision making and tailored action plans.
Meditation aims to:
Insight Management Services offers the services an Accredited Mediator (Accredited LEADR – Association of Dispute Resolvers) and experienced organisational counsellors. While our professional staff may assist with mediation on any issue, our specialty is workplace and industrial relations.
An Employee Assistance Program (EAP) is an independent and confidential professional psychological and counselling service available to employees and their immediate families.
EAP programs are offered through Insight Health and are conducted by Registered and Intern Psychologists and Counsellors. Access to services is available by telephone anywhere in Australia (dedicated 1 300 number). Generally Insight Health EAP programs commit to face-to-face contact within 24 hours for emergencies and within 5 working days in other circumstances. The structure of EAP programs varies between workplaces. For further information regarding Insight Health EAP programs please refer to the Insight Health document or contact your regional Insight Services Group Manager to discuss your requirements.
Critical Incident Debriefing (CID) is a process where, through individual or group discussion, an experienced counsellor or psychologist assists people involved with a traumatic or critical incident to deal more effectively with their experiences. The process seeks to prevent or limit the development of post-traumatic stress.
A traumatic or critical incident is perceived as having the following elements:
Common reactions to a traumatic or critical incident:
Post- Incident Outcomes:
N.B. People suffer in varying degrees, some more strongly than others.
CID involves clarifying a person’s reactions to the incident and educating them as to common emotional, psychological, cognitive and behavioural reactions to traumatic events. CID participants are encouraged to speak freely about the experience, asked to provide information, given reassurance and are provided with strategies for coping with the after effects of the event.
Poor job design and lack of clarity around role expectations and performance is one of the single biggest factors in workplace performance issues and compensation claims. Position descriptions that are meaningful, reflect work flows and utilise appropriate assessment tools result in role clarity, clear performance expectations and improved job satisfaction.
Appropriately designed jobs and the relevant position descriptions assist in the recruitment process and in the continuing performance management of employees. Our team also has expertise in job sizing, evaluation and remuneration planning.
An accurate representation of the ergonomic capabilities and the competencies required to successfully complete a job will assist in achieving successful recruitment, reduction of workplace injuries and increased productivity. These two-tiered job assessments include assessment by an Occupational Therapist of the ergonomic demands of a job and assessment by a psychologist as to the competencies (behaviours and attitudes) required to complete the job.
As a return to work management strategy and a pre-employment screening tool, competency based assessments assist in matching the abilities of an individual with an appropriate employment position.
Poor selection and staff employment practices cost employers and employees alike in dollars and emotional costs. Good employment decisions can have a significant and immediately positive impact on organisational success.
Understanding the behaviours that predict on-the-job success, applying best-practice interview techniques and building competencies into selection has a significant impact on employee performance, retention and satisfaction.
