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Case Study: The Australian Defence Force

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The Australian Defence Force (ADF) is the largest military organisation in Oceania and has more than 57,000 personal in active duty and more than 55,000 in the reserve forces, both active and standby personnel. The ADF has a very large and effective employment cycle that may at a glance seem incredibly complicated and overdone, but looking into the finer details you can see just why they have it as such a complicated process. The ADF’s strong point is in its long and efficient establishment phase, but it never dies down, priding itself on being a strong and employer of choice. The ADF has planned its employment cycle out very systematically so that each phase has a specific way it needs to go, simplifying the process down to a fine art. The…show more content…
Most people would most likely resign or retire from the defence force, with either one of those entitling you to DVA benefits for both the member and their families if they had served in a combat zone. Though you can only resign from your position after your minimum mandatory service has been completed. This differs from job to job, but can be anywhere between 1 to 14.6 years. Through the ADF you can also be dismissed and this is usually as a cause of breaking any rules regarding any non-medical use of drugs, including the abuse of prescription medication or violating any terms of service or defence protocols. Redundancy or retrenchment is quite unlikely to happen, but that doesn’t mean that they won’t occur. With the advances happening in technology, it could be assumed that many roles in the ADF will get eliminated, but this is unlikely as there will never be a point where we don’t need an armed forces and technology will never replace sheer manpower in a combat situation, though they would aid it. Retrenchment is also unlikely as the ADF always has the right number of people in the right jobs, never too many. If they did need to cut down a sector size they wouldn’t just destroy the jobs, rather than waiting until someone retires or resigns or talk through a sector shift with the members in question. Positions in certain areas only come up when someone leaves the job, ensuring that there is never…show more content…
The ADF has also had their ‘Women in Defence’ strategy going with the goals to increase the number of women in their forces by 25% in the Air Force and Navy and the Army wants to increase theirs by 15%, all by 2023. Australia as a whole runs as a centralised system and this is reflected in the ADF, as all wages are set by rank and which force you’re serving in. The ADF’s industry-wide award ***. Collective agreements can happen as there is a union for ADF members. The Defence Force Welfare Association is there for the best interest for members and their families in any matter to affect them during or after their service. They advocate for better pay and conditions for members and their
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