Linq HR - Blogs (Information) #TrainingLinq HR - Blogs (Information) #Traininghttps://www.linqhr.com/blogs/tag/TrainingWed, 29 Apr 2026 20:11:21 +1000http://zoho.com/sites/<![CDATA[The Future of Australian Manufacturing Jobs: Rebuilding with Private Investment]]>https://www.linqhr.com/blogs/post/the-future-of-australian-manufacturing-jobs-rebuilding-with-private-investmentAustralia’s manufacturing sector has reached a critical juncture. Once a major employer, supporting nearly one in four jobs in the 1960s, it now contr ]]>
Australia’s manufacturing sector has reached a critical juncture. Once a major employer, supporting nearly one in four jobs in the 1960s, it now contributes just 5.1% to GDP, with employment steadily declining (MacroBusiness, 2025).

Recent closures of major manufacturing employers such as Qenos (plastics), Incitec Pivot (fertilisers), and Oceania Glass (glass) have resulted in the direct loss of thousands of jobs. Qenos’s 2024 closure alone affected approximately 700 workers across its Botany and Altona sites (Packaging News, 2024). Incitec Pivot shut its Gibson Island plant due to unaffordable energy, and will soon close its Geelong plant, impacting another 80 workers (Herald Sun, 2024). Oceania Glass’s 2025 collapse eliminated up to 250 jobs (Dandenong Star Journal, 2025).

A growing manufacturing sector not only creates full time roles for skilled trades, engineers, and production workers, but also delivers long term employment and skill development pathways through apprenticeships, cadetships, and technical training programs, particularly benefiting young Australians and regional communities.

While government programs such as Future Made in Australia have helped support strategic industries, Australia cannot rely too heavily on public spending to secure the future of industrial employment. A sustainable approach must focus on encouraging and enabling private sector investment, which is the true engine of job creation.

To reverse the employment decline in manufacturing, Australia needs to focus on:
  • Lowering energy costs to retain energy intensive employers
  • Tying government support to private co-investment and job creation outcomes
  • Improving access to capital for SMEs
  • Aligning migration and training policies with industry skills and labour demand
  • Simplifying employment

The Federal Government’s Productivity Roundtable in August 2025 offers a valuable opportunity to refocus industrial policy on supporting business led employment growth. Productivity reform, not perpetual fiscal stimulus, must drive the next phase of job creation.

📩 Contact Linq HR today to explore tailored support for your employee relations and workplace management.

      🌐 Visit: www.linqhr.com

📞 Call: 1300234566
References
MacroBusiness. (2025) Why Australian manufacturing has no future.  Available at: https://www.macrobusiness.com.au/2025/06/why-australian-manufacturing-has-no-future/ 

Packaging News. (2024) Qenos in VA: Botany plant shutdown confirmed. Available at: https://www.packagingnews.com.au/latest/qenos-in-va-botany-plant-shutdown-confirmed 

Herald Sun. (2024) Incitec Pivot confirms the end of its Geelong manufacturing plant.  Available at: https://www.heraldsun.com.au/news/geelong/incitec-pivot-fertilisers-confirms-the-end-of-its-geelong-manufacturing-plant/news-story/f7f1cee98846854fdf9ef570b639f4bf 

Dandenong Star Journal. (2025) Union, SEMMA slam Oceania Glass closure. Available at: https://dandenong.starcommunity.com.au/news/2025-02-28/union-semma-slam-oceania-glass-closure/ 
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]]>Thu, 19 Jun 2025 12:39:39 +1000<![CDATA[Ways to Outsource Human Resources (HR) Functions and Their Benefits]]>https://www.linqhr.com/blogs/post/ways-to-outsource-human-resources-hr-functions-and-their-benefitsOutsourcing HR functions allows organisations to focus on their core business while benefiting from specialist expertise, cost efficiencies, and scalable solutions tailored to their unique needs.]]>
Outsourcing HR functions allows organisations to focus on their core business while benefiting from specialist expertise, cost efficiencies, and scalable solutions tailored to their unique needs. 

1. Recruitment Process Outsourcing (commonly referred to as RPO)
Organisations can delegate their recruitment activities to external agencies, including candidate sourcing, screening, psychometric testing, and onboarding. The agency can place their own people onsite directly interacting with your workforce and using either their own recruitment systems or your preferred internal systems.

Benefits can include a reduction in in house hiring expenses, tap into industry specific expertise and a larger talent pool, and quickly scale hiring efforts depending on organisational needs. Can also include a higher level or transparency across the recruitment process with enhanced reporting.

2. Payroll Outsourcing
This is probably one of the most common outsourcings. Third-party providers manage payroll functions, including salary processing, tax compliance, and benefits administration.

Benefits can include reducing errors and taxation and regulatory compliance, frees up internal HR or Finance resources to focus on more strategic matters, eliminates the need for specialised payroll software. Further efficiencies can be gained if supported by electronic time recording.

3. Employee Training and Development
Again another commonly outsourced HR function is employee training. They can be outsourced to specialised firms or online learning platforms.

Benefit can include training customisation, expert trainers and the latest training knowledge and techniques. Can scale training rollouts depending on organisational learning and training needs. 

4. Compliance Management
External agencies handle compliance with labour laws, workplace safety standards, and other regulations.

Benefits include risk mitigation through minimising legal risks by ensuring adherence to laws and regulations. Labour laws can be fast moving so allows access to specialist knowledge, frees up internal resources to focus on everyday business rather than having to constantly research in detail legislative changes. 

5. Employee Benefits Administration
Management of employee benefits, such as health insurance, superannuation, and wellness or Employee Assistance Programs, can be outsourced.

The advantages of outsourcing Employee Benefits are it can simplify the complexities of benefits management, tap into saving through a suppliers economies of scale, timely and accurate benefit deliver which enhances trust.

6. HR Information Systems (HRIS)
Outsourcing the implementation and management of HRIS software to external vendors.

Benefits include access to cutting-edge systems including without heavy capital investment if adopting a Saas solution. Robust security measures as a part of the software regular updates, and better access to employee data and trends which can assist in running a more efficient business.

7. Performance Management
Outsourcing the design and execution of performance evaluation systems is something which is somewhat still emerging.

Benefits include tapping into third party independent objective evaluations. An effectively administered and executed performance program for both leaders and employees, a regular and systematic performance review cycle.

8. HR Business Partnering
Leaders often feel that their HR function has to sit close to them to be effective. By outsourcing the HR Business Partner role which includes various times onsite, benefits can be gained through reducing duplication, and gaining economies of scale across items which are common across all businesses such as HR policies, procedures. Also allows tapping into best practices from other industries and the external HR specialist agency can provide all the professional training needed, and guidance particularly around difficult issues.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

]]>Mon, 13 Jan 2025 14:00:28 +1100<![CDATA[Unlocking Success: Effective Engagement with Your Human Resources Department]]>https://www.linqhr.com/blogs/post/unlocking-success-effective-engagement-with-your-human-resources-departmentA symbiotic relationship with your HR department is instrumental in achieving organisational goals.]]>
In the ever evolving business environment, cultivating a robust relationship with your Human Resources (HR) department is crucial for achieving organisational success. The HR team is not merely a compliance entity but a strategic ally, significantly contributing to business growth and employee well being.

1. Communication is Key 
Establishing open communication channels is vital for successful collaboration. Regular interactions with HR professionals ensure they are informed about your team's objectives, challenges, and aspirations. Whether through one-on-one meetings or team updates, keeping HR aware of the organisational pulse is essential. 

2. Proactive Problem Solving
Involve HR proactively in discussions, not just when issues arise. Seek their insights on employee management, talent sourcing, development, engagement, and workforce planning. This collaborative approach empowers HR to provide valuable input, aligning efforts with the overall business strategy (Armstrong, 2023).

3. Leverage HR Expertise
HR professionals possess extensive knowledge in employment laws, talent acquisition, leadership, and employee engagement. They can develop effective people policies and procedures. They are adept in using HR resources and tools such as psychometric testing, talent assessments, and online training.  Involve HR in decision making processes to capitalise on this expertise (Guest, 2022).

4. Employee Development Initiatives
Collaborate with HR to design and implement employee development programs. This fosters a culture of continuous learning and demonstrates commitment to team growth. HR can facilitate training sessions and mentorship programs to enhance workforce skills (Taylor, 2023).

5. Recognise and Reward
Acknowledge the efforts of your HR team who are constantly working on recognising the efforts of workers and leaders. Recognition fosters a positive work environment and reinforces a culture of teamwork. Whether through formal appreciation programs or simple gratitude expressions, recognising HR's contributions is crucial (Kahn, 2023).

6. Embrace Technology
Stay informed about HR technologies that streamline processes and enhance workforce management efficiency. Collaborate with HR to implement digital solutions that simplify administrative tasks, allowing a focus on strategic initiatives (Ulrich, 2023).

A symbiotic relationship with your HR department is instrumental in achieving organisational goals. It can help you be a better leader and achieve more together with employees.

By fostering open communication, recognising their contributions, and leveraging their expertise, you pave the way for a collaborative and successful partnership.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:
Armstrong, M. (2023). Strategic Human Resource Management. London: Kogan Page.
Guest, D. (2022). Human Resource Management and Performance. Cambridge: Cambridge University Press.
Kahn, W. A. (2023). The Essence of Engagement. New York: Routledge.
Taylor, S. (2023). Resourcing and Talent Management. London: CIPD.
Ulrich, D. (2023). HR from the Outside In. New York: McGraw-Hill.

This is an update on a similar blog published by Linq HR on 16 Feb 2024.
]]>Fri, 11 Oct 2024 13:09:47 +1100<![CDATA[Benefits and Risks of Not Using Professional HR Advice for SMEs]]>https://www.linqhr.com/blogs/post/benefits-and-risks-of-not-using-professional-human-resources-advice-for-smesWhile larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.]]>
Small to Medium Enterprises (SMEs) face unique challenges in managing Human Resources (HR). 

While larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.

One major benefit of engaging professional HR services is ensuring compliance with complex and evolving employment laws. Without professional guidance, SMEs may unintentionally violate regulations, leading to legal disputes and costly penalties (Compton, 2017). This is particularly relevant within Australia due to the high level of complexity in workplace laws Nationally and across States. HR advisors help businesses remain compliant, reducing these risks.

Professional HR ensures employees are properly compensated and that cost-effective employee benefits are provided. These benefits, which don’t necessarily have to be expensive—such as flexible working arrangements or wellness programs—play a critical role in improving employee retention and engagement (Ulrich & Brockbank, 2017).

Professional HR advisors excel in identifying and selecting the best providers for payroll, recruitment, and training services. They ensure SMEs do not overpay for these services and that they are delivered to the required HR standards. This saves the business money while guaranteeing that outsourced functions meet operational and compliance needs.

HR professionals ensure that the company’s HR policies and procedures are specifically tailored and balances its operations and employee needs. Generic policies may not be effective or relevant to a business's specific requirements, whereas customised policies developed by HR professionals help enhance efficiency and mitigate employment related risks.

HR professionals can identify leadership development and training needs, allowing businesses to upskill employees and foster internal growth. This contributes to a more professional, engaged, and productive workforce, improving overall business performance.

Conversely, managing HR without professional assistance introduces risks. Inefficient recruitment processes can lead to mismatched hires, increased turnover, and higher recruitment costs (Cascio, 2018). Additionally, internal conflicts can escalate without expert mediation, and poorly developed HR policies can expose the company to compliance risks and demotivate staff.

In conclusion, while SMEs may try to save costs by managing HR internally, the long term risks such as breaches of workplace laws, overpaying for services, ineffective policies, and poor employee engagement, often outweigh the savings. Professional HR advice ensures legal compliance, financial efficiency, the right balance between operational and employee needs, operational success, and setting the business up for sustainable growth.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Cascio, W. F. (2018). *Managing human resources*. McGraw-Hill Education.
Compton, R. L. (2017). *Human resource management*. Cengage Learning Australia.
Ulrich, D., & Brockbank, W. (2017). *The HR value proposition*. Harvard Business Review Press.
]]>Fri, 04 Oct 2024 11:09:14 +1000<![CDATA[Does Gamification Enhance Engagement or Is It Just a Distraction?]]>https://www.linqhr.com/blogs/post/does-gamification-enhance-engagement-or-is-it-just-a-distractionGamification, or the application of game-design elements in non-game contexts, has rapidly gained traction as a tool to boost engagement in various sectors, including the workplace.]]>

Gamification, or the application of game-design elements in non-game contexts, has rapidly gained traction as a tool to boost engagement in various sectors, including the workplace. 


Gamification aims at taping into the intrinsic motivations of individuals, making tasks more enjoyable and encouraging participation. However, can it be viewed as a superficial distraction that diverts attention from the core objectives. So, does gamification truly enhance engagement, or is it just a fleeting diversion?


Enhancing Engagement 

Gamification is particularly effective in environments where routine tasks can lead to disengagement. By introducing elements such as point systems, leaderboards, and rewards, gamification transforms mundane activities into challenges that employees are more motivated to complete. This can lead to increased productivity, as employees are more likely to invest effort in tasks that are perceived as enjoyable and rewarding. Additionally, gamification fosters a sense of competition and achievement, which can lead to higher levels of engagement and team collaboration (Muntean, 2011).

When thoughtfully integrated into a learning and development strategy, gamification can enhance knowledge retention. Interactive learning experiences that mimic game like scenarios can lead to deeper understanding and longer-lasting engagement with the material (Kapp, 2012).


A Potential Distraction

Despite its benefits, gamification can also become a distraction if not carefully implemented. There is a risk that employees may focus more on earning points or rewards rather than on the quality of their work. In some cases, the game mechanics can overshadow the actual objectives, leading to a situation where the process becomes more important than the outcome (Bogost, 2011). This can dilute the effectiveness of the strategy, potentially resulting in a disengaged workforce.


Popular Gamification Apps

  1. Habitica - Turns daily tasks into a role-playing game where users earn rewards and level up by completing tasks.
  2. Kahoot! - A game-based learning platform often used for quizzes and interactive learning sessions.
  3. Quizlet - Allows users to create study sets and use gamified learning tools to enhance knowledge retention.
  4. Bunchball Nitro -  A comprehensive platform that integrates gamification into workplace tasks to drive engagement.
  5. Microsoft Viva Insights - Part of Microsoft’s employee experience platform, it uses gamification elements to enhance productivity and well-being.


So gamification has the potential to significantly enhance engagement when aligned with organisational and personal goals. However, it should be applied judiciously to avoid becoming a distraction that undermines productivity. The key lies in striking the right balance between fun and focus, ensuring that gamification serves as a tool to enhance, rather than divert attention.


Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.


References:

Bogost, I. (2011). How to Do Things with Videogames. University of Minnesota Press.

Kapp, K. M. (2012). The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education. Pfeiffer.

Muntean, C. I. (2011). Raising engagement in e-learning through gamification. The 6th International Conference on Virtual Learning ICVL 2011. Bucharest: University of Bucharest.

]]>Wed, 21 Aug 2024 10:51:38 +1000<![CDATA[How HR Can Impact an Organisation's Customer Service Levels]]>https://www.linqhr.com/blogs/post/how-hr-can-impact-an-organisation-s-customer-service-levelsHuman Resources play a pivotal role in shaping an organisation's customer service levels, as it directly influences the quality, motivation, and engagement of the workforce.]]>
Human Resources / People (HRP) play a pivotal role in shaping an organisation's customer service levels, as it directly influences the quality, motivation, and engagement of the workforce. 

When HR practices are strategically aligned with customer service goals, organisations can achieve higher customer satisfaction, which often translates to stronger business performance.

1. Talent Selection 
HRP ensures that the right individuals are hired into the right roles. By developing clear job descriptions and using targeted recruitment strategies, HRP can attract candidates who not only have the necessary skills but also embody the organisation's customer service ethos -  regardless of where they work in the organisation. This alignment from the start ensures that new hires are better equipped to meet customer needs (Huselid, 1995).

2. Training and Development
Ongoing training is essential for maintaining high levels of customer service. HRP is responsible for implementing training programs that develop employees' soft skills, such as communication, problem-solving, and emotional intelligence. These programs ensure that staff are prepared to handle customer interactions effectively and with empathy, leading to better customer experiences (Schneider & Bowen, 1995).

3. Talent Management
Talent management is crucial in ensuring that the organisation retains top performers who are pivotal to delivering excellent customer service. HRP's role in identifying, developing, and retaining high-potential employees ensures that the organisation has a consistent pipeline of skilled individuals ready to step into key roles. Effective talent management strategies, such as succession planning and leadership development, contribute to a stable and knowledgeable workforce, directly impacting customer service quality (Collings & Mellahi, 2009).

4. Employee Engagement
Engaged employees are more likely to provide exceptional customer service. HRP can foster engagement through initiatives that promote a positive work environment, such as recognising and rewarding excellent performance, providing opportunities for growth, and ensuring work-life balance. When employees feel valued, they are more likely to go the extra mile for customers (Harter, Schmidt & Hayes, 2002).

5. Performance Management
HR's role in performance management also impacts customer service. By setting clear performance standards and regularly assessing employees against these benchmarks, HRP along with the organisations leaders ensures that customer service levels are maintained and improved over time. Constructive feedback and coaching further empower employees to enhance their service delivery (Aguinis, 2013).

In conclusion, HRP is integral to driving customer service excellence. By focusing on talent selection, training, talent management, engagement, and performance management, HRP helps create a workforce that is not only capable but also committed to delivering outstanding customer experiences.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Aguinis, H. (2013). *Performance management* (3rd ed.). Pearson Education Limited.
Collings, D.G. & Mellahi, K. (2009). Strategic talent management: A review and research agenda. *Human Resource Management Review*, 19(4), 304-313.
Harter, J.K., Schmidt, F.L. & Hayes, T.L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. *Journal of Applied Psychology*, 87(2), 268–279.
Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. *Academy of Management Journal*, 38(3), 635–672.
Schneider, B. & Bowen, D.E. (1995). *Winning the service game*. Harvard Business Review Press.

]]>Thu, 15 Aug 2024 12:45:44 +1000<![CDATA[ The High Costs of Neglecting a Proper Induction Program for New Employees]]>https://www.linqhr.com/blogs/post/the-high-costs-of-neglecting-a-proper-induction-program-for-new-employeesThe costs of not having a proper induction program for new employees are substantial and multifaceted. Investing in a comprehensive induction process is not just beneficial but essential for the long term success and sustainability of any organisation.]]>
A well structured induction program is critical for integrating new employees into a company. However, many businesses underestimate the costs associated with not having an effective induction process. The ramifications can be far reaching, affecting various aspects of the organisation.

Increased Turnover Rates
One of the most significant costs of neglecting a proper induction program is higher employee turnover. New hires who do not receive adequate orientation are more likely to feel disconnected and undervalued, leading to early resignations. According to the Society for Human Resource Management (SHRM), the average cost of replacing an employee can range from six to nine months of the employee's salary. This includes expenses related to recruiting, hiring, and training new staff . The Australian Human Resources Institute (AHRI) highlights similar concerns, emphasising that effective onboarding is crucial for retaining talent in the competitive Australian job market.

Decreased Productivity
Without a proper induction, new employees may take longer to reach full productivity. An effective induction program equips new hires with the necessary knowledge and tools to perform their roles efficiently. The lack of such a program can result in confusion, mistakes, and delays, ultimately impacting the overall productivity of the team. Research from the Aberdeen Group highlights that organisations with a formal onboarding process experience 54% greater new hire productivity . In Australia, companies that invest in comprehensive onboarding programs have seen substantial improvements in new hire productivity.

Poor Employee Engagement
Employee engagement is crucial for maintaining a motivated and committed workforce. A comprehensive induction program helps new employees understand the company's culture, values, and expectations, fostering a sense of belonging and purpose. Without this foundation, employees may feel isolated and disengaged. Gallup reports that disengaged employees are 37% more likely to be absent and have 18% lower productivity, affecting the company's bottom line . The Australian Government's Fair Work Ombudsman also underscores the importance of employee engagement in reducing absenteeism and improving workplace morale.

Increased Training Costs
Improper induction can lead to increased training costs in the long run. Without a clear understanding of their roles and responsibilities, new employees may require additional training and supervision. This not only strains existing resources but also diverts attention from other critical tasks.

Impact on Company Reputation
A company's reputation can also suffer from a lack of a proper induction program. Word-of-mouth and online reviews from disgruntled former employees can deter potential talent from joining the organisation. In today’s competitive job market, maintaining a positive employer brand is essential for attracting and retaining top talent. In Australia, employer branding is increasingly recognised as a key factor in recruitment strategies.

In conclusion, the costs of not having a proper induction program for new employees are substantial and multifaceted. Investing in a comprehensive induction process is not just beneficial but essential for the long term success and sustainability of any organisation.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:
1. Society for Human Resource Management (SHRM). "Employee Turnover." Retrieved from [SHRM](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/keepingthelidon.aspx)
2. Australian Human Resources Institute (AHRI). "Effective Onboarding: The Key to Retention." Retrieved from [AHRI](https://www.ahri.com.au/resources/ahriassist/recruitment-and-termination/onboarding/)
3. Aberdeen Group. "Onboarding Benchmark Report: Technology Drivers Help Improve the New Hire Experience." Retrieved from [Aberdeen Group](https://www.aberdeen.com/research/6074/6074-RR-onboarding-benchmark-report.aspx)
4. Australian Institute of Management (AIM). "The Importance of Employee Onboarding." Retrieved from [AIM](https://www.aim.com.au/blog/importance-employee-onboarding).
5. Gallup. "State of the American Workplace." Retrieved from [Gallup](https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx)
6. Fair Work Ombudsman. "Managing Underperformance." Retrieved from [Fair Work Ombudsman](https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/managing-underperformance)
7. HRM Online. "Employer Branding: Attracting the Best Talent." Retrieved from [HRM Online](https://www.hrmonline.com.au/section/featured/employer-branding-attracting-best-talent/)
]]>Fri, 14 Jun 2024 11:41:44 +1000<![CDATA[What is the Role and Benefits of a Human Resources Broker?]]>https://www.linqhr.com/blogs/post/what-is-the-role-and-benefits-of-a-human-resources-broker A Human Resources Broker (HRB) acts as an intermediary between businesses se ]]>
A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker

Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support  - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker

Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards. 

For further information call 1300234566.
]]>Wed, 13 Mar 2024 10:15:17 +1100<![CDATA[How to Survive and Accelerate out of a Tight Labour Market in Australia]]>https://www.linqhr.com/blogs/post/how-to-survive-and-accelerate-out-of-a-tight-labour-market-in-australiaA few tips and ideas which may help companies not only survive but also accelerate out of a tight labour market in Australia.]]>
There is no hiding from the recent headlines that there is a general shortage of workers at most levels. 

This is particularly no surprise for those managing current open roles and who have been searching for sometime. 

So how can you survive and accelerate out of a tight labour market? 

Here are a  few tips and ideas which may help you not only survive but also accelerate out of a tight labour market in Australia;
  • Business wide skill check to plan future skill and job shortages. You may be surprised to find what skills exist in your employees which have been overlooked as they were initially hired for a particular role only.
  • Start 'developing' rather than continually 'buying' replacements from the labour market. The number one reason employees leave companies is usually because of the lack of development opportunities. This can be simple as wider exposure or a stretch assignment rather than expensive training programs.
  • When recruiting from the outside market, move quickly through your recruitment process to the offer stage, then provide a proper and thorough induction when the employee starts.
  • Introduce, if possible, a flexible working policy. You may not be comfortable with this but your competitors could be getting the pick of the limited applicants because they are offering work flexibility. Candidates are still hunting for workplaces which offer flexible work locations. To support them they need access to modern and reliable ICT. Don’t forget there are also different ways to engage employees including casual, part-time, contract, or even through an employment agency.
  • Introduce or adjust bonus programs, particularly around key staff, sales and operations.
  • Survey your workforce to assess levels of employee engagement (the glue that keeps employees from leaving), and commit to improvements from the survey outcome. Focus particularly on employees with 2-4 years of tenure as these are the employees most likely to leave.
  • Adjust your employment policies, procedures and practices in line with the plethora of recent and pending workplace rules changes. An opportunity to demonstrate to employees that you are actively managing  the workplace in line with the changing  legislative landscape.
  • Keep employees informed as to what is happening across your industry and how your business needs to perform. This can be through internal written or video updates, State of the Nation type addresses, or even site visits.

Those companies which manage to provide development opportunities for their employees, who manage to retain their key talents, are able to provide some level of flexible work arrangements, increase the number of employees engaged with the business, manage ahead of the many workplace legislative changes, and keep employees informed, have the best chance to not only survive any labour shortage but accelerate out the other side. Easier said than done of course.

Linq HR are Australian employment specialists who can assist with any aspect of employment. Ph 1300234566.

]]>Tue, 31 Jan 2023 22:14:48 +1100<![CDATA[Benefits of Online Learning in the Workplace]]>https://www.linqhr.com/blogs/post/Benefits-of-Online-Learning-in-the-WorkplaceBenefits of Online Learning in the Workplace]]>
“Change” is inevitable, and as people we are often reluctant and fear to change. This is also the reason for many of the accomplishments made in this world. The world is continuously changing, so as technology, businesses and learning. 


We are living in an era where learning is transforming into digital learning. 


Online learning has set its trend in the contemporary business world. Despite being busy, it is paramount to focus on the productivity of employees as well.


As a HR professional or business leader with responsibilities for employee development, you may have adopted various methods to enhance the productivity of your organisation. Are you aware that online learning has become a more practical and convenient option for employees to acquire new skills, knowledge and be more competitive in the era of post-COVID-19?


The skills you previously used may no longer be as relevant to operate effectively in the new normal of post-COVID-19 world. The advancement of technology has brought online learning to your fingertips and is beneficial for employees and the workplace. 


According to SHRM, a recent survey has found that 74% of global respondents trust developing new skill sets are crucial for organisations to face the new normal of the post-COVID-19 era. Thus, let’s look at how you will benefit from using contemporary online learning in the workplace.


Variety of Choices


Online learning has opened up an array of choices for you. You are no longer required to settle for locally delivered courses or trainers. Through online learning you can access  world class courses, trainers and speakers to train your employees. 


Using the most appropriate course or trainer is crucial for the learning and development of  employees. Moreover, the COVID-19 pandemic has resulted in many employees to work remotely. Thus, providing a world class learning experience will enable them to be more knowledgeable, productive and innovative. Further, it motivates, enhances confidence and loyalty in the long run.

Targeted Audiences

Online training can target certain employee groups or individuals. No longer do employees need to sit through face-to-face training sessions which has little relevance to themselves. Groups can include specific functions such as production, trading, sales or even HR delivering training online specific to them. Even the entire organisation can be considered a group for widespread compliance or safety type training. In a similar way employees on a specific site, such as remote mining sites or sites in different cities, could be the subject of site-specific training.


Cost Reduction

Cost reduction is another benefit which can be gained through online learning. You can train your entire team through one recorded lecture. Accordingly, your organisation can save travelling costs, meals, payments for each training session in different locations. 


Time-Savings

With online training you do not have to wait until your trainer’s calendar is vacant; instead, you may be able to record training sessions and use them for all employees at once. Moreover, the employees will receive the opportunity to skip the topics they already know and select the topics to fill the gaps in their knowledge and skills. 


Remember, no matter how good your learning and development programs are, you must make sure to get your employees trained as soon as possible. Thus, implementing incentives for course completion in good time is advantageous for the organisation as well as the employees. Besides, allocating a few working hours per week for online learning is also beneficial and; employees will then can balance the time for working and learning.


Flexibility and Convenience

Online learning can commence with one click of a button, hence very convenient as employees are prevented from travelling from one location to another to learn. Moreover, online training programs offer greater flexibility and customisation. Thus, it creates unique content according to the requirements, culture and people of the organisation.


In addition, these learning sessions provide the opportunity to collaborate and engage with diverse communities around the globe to share and gain new knowledge. Subsequently, your teams can thrive in the competitive digital world of the modern business environment.


Compliance

Certain trainings need to be verified as delivered and understood. Online training modules can include a competency based assessment of the training content as well as its timing. Verifying the individual of that training online is more difficult and often still requires physical identity verification to ensure the right person completed the training for compliance.


Although organisations are currently moving towards higher usage of online learning methods, some HR professionals may argue that online learning is not suitable for every occasion. This remains true in some instances, for example where live face-to-face discussions with an experienced trainer are necessary to demonstrate a skill. 


Therefore, analysing the exact training needs is a must for HR professionals whist recognising that online learning can be highly beneficial and effective when used appropriately.

So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.


References

Avado (2016) Online learning is a smart option for HR professionals. Available at: https://www.personneltoday.com/hr/online-learning-smart-option-hr-professionals/ [Accessed 18 February 2021].


Deloitte (2017) Careers and learning: Real time, all the time - 2017 Global Human Capital Trends. Available at: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2017/learning-in-the-digital-age.html [Accessed 18 February 2021].


Kyong, J., Curtis, J. and Bonk, T. G. (2005) Surveying the future of workplace e-learning the rise of blending, interactivity, and authentic learning. Available at: https://elearnmag.acm.org/featured.cfm?aid=1073202 [Accessed 18 February 2021].


McCulloch, A. (2020) Lockdown drives high demand for online learning. Available at: https://www.personneltoday.com/hr/lockdown-drives-high-demand-for-online-learning/ [Accessed 18 February 2021].


Society for Human Resource Management – SHRM (2021) Lessons Learned in Moving Learning and Leadership Coaching Online. Available at: https://www.shrm.org/hr-today/news/hr-magazine/fall2020/pages/learning-and-leadership-coaching-moves-online.aspx [Accessed 19 February 2021].



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