Linq HR - Blogs (Information) #Employee EngagementLinq HR - Blogs (Information) #Employee Engagementhttps://www.linqhr.com/blogs/tag/employee-engagementThu, 07 May 2026 16:37:36 +1000http://zoho.com/sites/<![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[Resenteeism in the Workplace: Understanding and Addressing the Growing Issue]]>https://www.linqhr.com/blogs/post/resenteeism-in-the-workplace-understanding-and-addressing-the-growing-issueResenteeism is an emerging workplace phenomenon where employees stay in their roles despite feeling disengaged and resentful, leading to diminished productivity and a negative organisational culture.]]>
Resenteeism is an emerging workplace phenomenon where employees stay in their roles despite feeling disengaged and resentful, leading to diminished productivity and a negative organisational culture. Unlike absenteeism, where employees physically remove themselves from work, resenteeism occurs when workers are present but mentally and emotionally checked out.

The Rise of Resenteeism
In today’s workplace, factors such as economic uncertainty, or lack of job mobility and burnout contribute to the rise of resenteeism. Employees may feel trapped in their roles, unable to seek better opportunities or afraid of the consequences of leaving, resulting in simmering frustration and resentment. This can be particularly detrimental to organisations as it affects morale, collaboration, and performance (Hinds, 2023). Colleagues rather than supervisors are sometimes the first to notice when this is occurring.

Impact on Organisations
Resenteeism has far-reaching effects on an organisation. Disengaged employees may fulfil their basic duties but lack motivation to contribute beyond the minimum. This leads to decreased innovation, collaboration, and overall efficiency. Moreover, a workplace rife with resenteeism can become toxic, spreading dissatisfaction and negatively impacting team dynamics (HRM Online, 2023).

Addressing Resenteeism
To combat resenteeism, organisations must focus on creating a positive and supportive workplace culture. Open communication and creating an environment of trust is key, allowing employees to express concerns and feel heard. Leaders should also prioritise employee development, offering opportunities for growth and career progression. According to Hinds (2023), addressing the underlying causes of employee dissatisfaction, such as a lack of recognition or worklife balance, is crucial to reducing feelings of resentment.

Finally, fostering a culture of transparency and ensuring alignment between employees’ personal values and the organisation’s mission can help reengage disillusioned workers. By addressing the root causes of resenteeism, organisations can restore a sense of purpose and motivation within their teams.

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

References
Hinds, M. (2023). Are we barrelling towards a period of organisational ennui? HRM Online. Available at: https://www.hrmonline.com.au/organisational-enablement/are-we-barrelling-towards-a-period-of-organisational-ennui
]]>Thu, 19 Sep 2024 13:13:54 +1000<![CDATA[The Importance of High Employee Engagement in the Supply Chain Industry]]>https://www.linqhr.com/blogs/post/the-importance-of-high-employee-engagement-in-the-supply-chain-industry1Employee engagement is especially critical across the supply chain industry, where operational efficiency and accuracy directly impact business outcomes.]]>
Employee engagement is especially critical across the supply chain industry, where operational efficiency and accuracy directly impact business outcomes. 

In this fast paced and highly competitive sector, organisations with engaged employees often enjoy improved productivity, reduced turnover, and enhanced customer satisfaction.

1. Boosting Productivity and Efficiency
A highly engaged workforce is more likely to be productive and focused on their tasks, which is vital for maintaining seamless operations in the supply chain. Employees who are committed to their roles will go the extra mile to ensure that deadlines are met, and customer expectations are exceeded. According to Gallup (2021), organisations with high employee engagement see a 17% increase in productivity, a key factor in the supply chain industry where every second counts.

2. Enhancing Accuracy and Reducing Errors
Engaged employees tend to be more diligent and focused on quality. In supply chain operations, where minor errors can lead to significant delays or financial loss, this is crucial. Research by the Chartered Institute of Logistics and Transport (CILT, 2022) shows that engaged employees are more attentive to detail, leading to fewer mistakes in inventory management, order fulfilment, and shipping processes.

3. Reducing Turnover and Associated Costs
High turnover rates can be costly for supply chain businesses, disrupting operations and increasing recruitment and training expenses. Engaged employees are less likely to leave their jobs, which not only reduces turnover but also ensures that companies retain valuable skills and experience (Australian Human Resources Institute, 2022). This stability is essential for maintaining the consistency and reliability that supply chain operations demand.

So achieving high levels of employee engagement in the supply chain industry can lead to enhanced productivity, improved accuracy, and reduced turnover. 

Some key areas you can focus on include open and transparent communications, recognition and rewards, grow opportunities,  leadership support and alignment with the organisations values. By focusing on these elements leaders can create a more efficient and resilient supply chain.

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

References
Australian Human Resources Institute. (2022). The impact of engagement on turnover in high-demand industries.  AHRI.
Chartered Institute of Logistics and Transport. (2022). Employee engagement and operational efficiency in supply chain management. CILT.
Gallup. (2021). The effects of employee engagement on organisational performance. Gallop.
]]>Thu, 19 Sep 2024 12:01:32 +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[Celebrating International HR Day: Embracing Challenges and Opportunities]]>https://www.linqhr.com/blogs/post/celebrating-international-hr-day-embracing-challenges-and-opportunitiesAs we celebrate International HR/People Day, we acknowledge the dedication of HR/People professionals worldwide. By addressing post-pandemic workplace challenges, adapting to technological change, and responding to societal influences, they shape a more inclusive future.]]>
International HR/People Day celebrates the pivotal role HR/People professionals play in shaping successful organisations. They foster positive work cultures, enhance employee engagement, and ensure legal compliance, impacting stakeholders at all levels. 

Navigating the Post-Pandemic Workplace
A significant challenge HR/People faces today is navigating the post-pandemic workplace. Remote and hybrid work models offer flexibility but complicate maintaining organisational cohesion and engagement. HR/People must develop strategies for managing remote teams effectively, leveraging technology for virtual collaboration and support.

Adapting to Rapid Technological Change
Another pressing challenge is adapting to rapid technological change. As digital transformation accelerates, HR/People must keep pace with new tools and platforms revolutionising work management. This requires continuous learning and ensuring employees embrace innovation. The organisation needs to fund these technologies for the benefit of employees and in support of better decision making around people related issues.

Societal Influences on HR/People Decisions
Increasingly, societal views influence HR/People decisions. Social issues and cultural shifts impact organisational policies, requiring HR/People to align with community values. This responsiveness builds trust and enhances the organisation's reputation.

Impact on Employee Engagement and Customer Satisfaction
HR/People decisions directly impact employee engagement and customer satisfaction. When employees feel supported, they are more productive, leading to improved customer experiences.

Highlighting HR/People's Importance
HR/People's influence spans across the organisation, impacting employee morale, productivity, and ultimately, organisational success. By fostering a positive work environment, adapting to change, and aligning with societal values, HR/People professionals play a crucial role in driving growth and innovation. They are mostly not just administrators but strategic partners, shaping the future of the organisation.

As we celebrate International HR/People Day, we acknowledge the dedication of HR/People professionals worldwide. By addressing post-pandemic workplace challenges, adapting to technological change, and responding to societal influences, they shape a more inclusive future. 

Take the opportunity to thank your HR/People team today for navigating complex challenges with skill and compassion.

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

]]>Mon, 20 May 2024 09:41:12 +1000<![CDATA[Four Ways to Elevate Your Human Resources/People and Culture Skills for Enhanced Organisational Success]]>https://www.linqhr.com/blogs/post/four-ways-to-elevate-your-human-resources-skills-for-enhanced-organisational-success In the ever evolving landscape of Human Resources / People and Culture (HRPC), the ]]>

In the ever evolving landscape of Human Resources / People and Culture (HRPC), the focus extends beyond internal processes to delivering exceptional service that directly impact leadership, employees, and consequently customers. Elevating your HRPC skills can significantly contribute to the overall success of the organisation. Here are four strategic approaches tailored to provide better service to leadership, employees and ultimately customers.

Strategic Alignment with Organisational Goals
To enhance service delivery, align HRPC strategies with overarching organisational objectives. This involves a thorough understanding of business goals, enabling HRPC to develop initiatives that directly support leadership in achieving these milestones. By actively contributing to strategic planning, HRPC becomes a strategic partner, ensuring that its efforts are directly tied to the success of the business and, consequently, customer satisfaction.

Cultivate Employee Engagement and Satisfaction 
Recognise that engaged and satisfied employees are more likely to deliver exceptional customer service. HRPC plays a pivotal role in fostering a positive work environment through initiatives such as tailored training programs, wellness initiatives, and recognition programs. By actively engaging with employees, HRPC contributes to a motivated workforce that positively impacts customer experiences.

Develop Leadership Capabilities
HRPC professionals can enhance service to leadership by actively participating in leadership development programs. Identify gaps in leadership skills, and work collaboratively to create tailored development plans. Strong leadership directly influences employee performance and satisfaction, which, in turn, translates into improved customer interactions.

Implement Customer-Centric HRPC Practices
Shift the HRPC mindset to be customer-centric. Understand the needs and expectations of both internal (employees) and external (customers) customers. Streamline HRPC processes to ensure they are efficient, responsive, and contribute positively to the overall customer experience. This customer-focused approach reinforces the idea that HRPC is not only an internal service provider but also a contributor to external customer satisfaction.

By adopting these approaches, HRPC professionals can transform their role from a traditional service provider to a strategic partner, actively contributing to the success of the organisation. The ripple effect of improved service to leadership and employees will inevitably lead to enhanced customer satisfaction and loyalty.

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

]]>Tue, 05 Mar 2024 12:54:57 +1100<![CDATA[Early Departure Policy for Taylor Swift Concert Enthusiasts]]>https://www.linqhr.com/blogs/post/early-departure-policy-for-taylor-swift-concert-enthusiastsA lighthearted policy for those special times when you plan to attend a Taylor Swift concert, allowing you to seamlessly balance work commitments with personal enjoyment.]]>

Dear [Company] Team, 


RE: Early Departure Policy for Taylor Swift Concert Enthusiasts


In our ongoing commitment to fostering a positive and harmonious work environment, we recognise that life is filled with exciting opportunities, including planned events like the much anticipated Taylor Swift concerts. 


As a company, we emphasise the importance of being nimble and responsive to all major events, acknowledging the diverse interests and passions that make our team unique. 


To celebrate the joy of such occasions, here is a lighthearted policy for those special times when you plan to attend a Taylor Swift concert, allowing you to seamlessly balance work commitments with personal enjoyment.


Policy Highlights:

  1. Taylor Time off: Should you be lucky enough to find yourself in possession of tickets to a Taylor Swift concert, we encourage you to take advantage of our "Taylor Time off." Simply notify your supervisor in advance, and you'll be free to immerse yourself in the experience without the burden of work obligations

  2. SwiftSwap Protocol: In the spirit of camaraderie, consider the "SwiftSwap." If you plan to attend a Taylor Swift concert, find a willing colleague to cover for you. This ensures that work responsibilities are seamlessly handed over, fostering teamwork and mutual support.

  3. Red Lipstick Reimbursement: As a token of our support, we offer a one time "Red Lipstick Reimbursement" for those wanting to channel their inner Swiftie. Keep those lips bold and vibrant – just like your enthusiasm for Taylor's tunes.

  4. Swift Return Commitment: We understand the importance of swift returns to the workplace. Employees attending Taylor Swift concerts are encouraged to make it back promptly for their next scheduled start time. The concert may be over, but the work groove continues!


Remember, the key is open communication and mutual respect for each other's passions. After all, we want our workplace to be as dynamic and exciting as a Taylor Swift concert!


(This policy is intended for humour and employee morale boost, please ensure that any actual leave requests follow standard procedures)


Kind regards,


[Your Company Name] 

[Your Position] 

[Contact Information]


]]>Fri, 16 Feb 2024 18:03:57 +1100<![CDATA[Unravelling the Challenges: Why Expats Return Home Early from Overseas Assignments]]>https://www.linqhr.com/blogs/post/unravelling-the-challenges-why-expats-return-home-early-from-overseas-assignmentsHR Leader in their article regarding Why Expats Return Home Early from Overseas Assignments point out some very relevant points those considering an overseas assignment should consider.]]>

HR Leader in their article Why Expats Return Home Early from Overseas Assignments point out some very relevant points for those considering an overseas assignment should consider. Having experienced numerous overseas assignments across the globe these points all resonate. Here is a summary of those points outlined by HR Leader:


In the fast-paced global business landscape, the allure of international assignments can be captivating for professionals seeking career growth. However, a significant number of expatriates find themselves returning home earlier than expected, prompting an exploration into the underlying reasons behind these failed assignments.


Understanding the Dynamics: International assignments often promise exciting opportunities for personal and professional development. However, a multitude of factors can contribute to their premature termination. The story sheds light on the various challenges faced by expats, unravelling the complexities that lead to their early return.


Cultural Misalignment: One prominent factor identified in the article is the struggle with cultural differences. Expatriates may encounter difficulties in adapting to a new cultural milieu, impacting their ability to integrate into both professional and social spheres. This misalignment can result in a sense of isolation, ultimately influencing the decision to cut short the assignment.


Professional Support and Integration: The level of professional support provided to expats plays a crucial role in their success overseas. Organisations that invest in comprehensive onboarding programs, language training, and cultural orientation are more likely to witness successful international assignments. The article emphasises the importance of proactive measures by employers to facilitate a smoother transition for their employees.


Family Considerations: Family dynamics are a pivotal factor in an expat's decision-making process. The story explores how family-related challenges, such as spousal dissatisfaction, children's adjustment issues, and overall family well-being, contribute to the premature termination of assignments. Employers are encouraged to address family concerns as part of their support structure.


Strategies for Success: While challenges are inevitable, the article concludes with insights on strategies that organisations can adopt to enhance the success of international assignments. This includes continuous communication, mentorship programs, and fostering a supportive work environment.


In summary, the story delves into the complex web of factors contributing to the early return of expatriates from overseas assignments. By understanding these challenges, employers can proactively implement measures to create an environment conducive to the success of international assignments, and potential assignees can anticipate the challenges which could be faced during an assignment.


Read the full article here and share with your HR/People department and anyone you know who may be considering an overseas assignment  https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early 


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


]]>Wed, 14 Feb 2024 09:52:42 +1100<![CDATA[How do Human Resources Teams differ across Industries?]]>https://www.linqhr.com/blogs/post/HR-TeamsThe Human Resources profession is present across industries globally.]]>

The Human Resources profession (or People & Culture or People Capability Profession et al. as the name transforms) is present supporting industries globally.


Its focus and skill sets vary depending on a number of factors such as;

  • the type of business being supported, private vs public sector as an example
  • the challenges at hand, such as place in the business cycle, changing customer requirements, and economic conditions
  • the type of leadership already present and their ambition, such as a leadership team trying to gain higher market share or one about to reshape their business and direction
  • employee mix, such as mining operations versus a bank or other service focussed company which have vastly different employee types, skills and professional levels. There are also other elements such as the diversity and inclusiveness of a workforce.
  • geographic scope, such as Asia Pacific
  • the value the leadership sees in its HR function, some like to partner closely with the HR function and others prefer predominately transactional support
  • level of influence from external parties such as government regulations, operations within small remote communities, or union activity
  • the level of employee engagement and company culture
  • the skill and strategic ability of the HR leader and their connection with the business
  • the skill and strategic ability of the HR team


Companies within certain Industries can seem to have similar cultures and directions, when compared against companies in other industries. This can drive the emphasis required from HR teams to be successful. For example, when Technology or Telecommunication companies are well funded and growing then talent acquisition, on-boarding, compensation, employee relocation, employee engagement and retention can be high on the HR agenda. 


For mining and manufacturing companies, active unions can result in the HR team growing a strong Employee Relations focus and strong HR business partners across various divisions. Major projects can require dedicated HR business partner support.


In Supply Chain and Logistics, HR teams are often active on talent acquisition, flexible work practices due to changing customer demands, strong onboarding and performance management, regular training and engagement activities. 


In Pharmaceutical, the need for highly educated scientific, medical and engineering skills can result in a strong talent acquisition team, and highly skilled specialist HR support who can be responsible for varying different internal functions with very different needs such as research, manufacturing, legal and sales.


In Government or government regulated industries such as Childcare, where procedural processes can be very important then HR teams would likely need at their core to be high on attention to process delivery to be successful.


Fortunately meeting these various demands on the function HR has a myriad of people joining from many backgrounds. Some of these backgrounds include law, business administration, psychology, economics, sociology, engineering, science, teaching, and those who may have found HR almost accidentally through avenues such as agency recruiting and bookkeeping. 


HR teams formed with both the company and industry in mind are the most successful in providing the right balance of focus and HR support. 


Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.


]]>Mon, 26 Jun 2023 09:05:00 +1000