Linq HR - Blogs (Information) #Flexible Work

Today We Proudly Celebrate World Micro, Small and Medium-Sized Enterprises (MSME) Day

Thu, 27 Jun 2024 11:45:00 +1000

Today, we proudly celebrate World Micro, Small, and Medium-Sized Enterprises (MSME) Day, recognising the extraordinary contributions of small businesses to our nation. In Australia, MSMEs are not just an economic asset; they are a powerhouse of jobs, innovation and employment, driving the country's economic engine.

Small businesses account for 98% of all businesses in Australia, employing over 5.1 million people. This represents 42% of private sector jobs, showcasing their pivotal role in providing employment opportunities across the country (ASBFEO). These enterprises are instrumental in sustaining local economies and communities, offering diverse job opportunities and fostering entrepreneurial spirit. They support large business and government services.

The economic significance of small businesses is immense. In 2021-22, the sector contributed over $506 billion to the Australian economy, equating to one-third of the nation’s GDP (ASBFEO). This substantial contribution underscores their importance in maintaining economic stability and growth, particularly during challenging times.

Furthermore, small businesses are integral in training and development, employing 42% of all apprentices and trainees in Australia. This commitment to nurturing talent ensures a continuous supply of skilled workers, essential for the country’s long-term economic health (ASBFEO).

MSMEs must be supported to be nimble and entrepreneurial so they can continue as the powerhouse of employment for the economy. By fostering an environment that encourages innovation and flexibility, we can ensure that these vital businesses invest, thrive and continue to provide essential employment and career opportunities for millions of Australians.

Linq HR as a small enterprise ourselves. We support MSME's to manage and grow their people through our expert range of Employment and Human Resources services.

What can Companies Strategically take forward as Learnings from the Covid Pandemic

Thu, 29 Feb 2024 09:47:27 +1100

Companies can strategically leverage learnings from the COVID 19 pandemic to enhance their operations, foster resilience, and create a more adaptable and employee centric environment. Here are key strategic considerations:

Embrace Flexible Work Models

Strategy: Where possible adopt and integrate flexible work models to accommodate diverse employee needs and enhance workforce agility.

Invest in Digital Transformation

Strategy: Accelerate digital transformation initiatives to enhance operational efficiency, customer engagement, and overall business resilience.

Prioritise Employee Well-being

Strategy: Implement robust wellbeing programs, including mental health support and work life balance initiatives, to enhance employee satisfaction and productivity.

Strengthen Supply Chain Resilience

Strategy: Enhance supply chain resilience by diversifying suppliers, investing in technology, and adopting agile strategies to mitigate future disruptions.

Foster a Culture of Adaptability

Strategy: Cultivate a culture that values adaptability, continuous learning, and innovation to navigate uncertainties and thrive in dynamic business environments.

Enhance Communication Strategies

Strategy: Develop clear and transparent communication strategies to keep employees, customers, and stakeholders informed, fostering trust and resilience.

Invest in Employee Skill Development

Strategy: Prioritise ongoing employee skill development to address evolving business needs and ensure that the workforce remains adaptable to changing industry landscapes.

Strategically incorporating these learnings can position companies for sustained success in the post pandemic era by creating more resilient, agile, and employee friendly organisations.

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

Early Departure Policy for Taylor Swift Concert Enthusiasts

Fri, 16 Feb 2024 18:03:57 +1100

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:

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
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.
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.
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]

Navigating the Shifting Landscape of Human Resources/People and Culture: Key Trends in 2024

Thu, 15 Feb 2024 13:02:11 +1100

In the ever evolving realm of Human Resources (HR) / People and Culture, staying attuned to current trends is paramount for professionals steering their organisations towards success.

As we step further into 2024, several major themes are shaping the HR landscape, influencing everything from talent management to organisational culture.

1. Remote Work and Hybrid Models: The way we work has transformed, with remote work emerging as a significant HR consideration. Organisations are crafting policies that support virtual teams, while the rise of hybrid work models requires a delicate balance between employee preferences and organisational needs.

2. Employee Well-being and Mental Health: Recognising the impact of well-being on productivity, HR is placing a heightened focus on employee mental health. Initiatives aimed at supporting the emotional and mental well-being of employees are gaining prominence, fostering a healthier workplace culture.

3. Diversity, Equity, and Inclusion (DEI): Creating inclusive workplaces is a top priority for HR, with a continued commitment to fostering diversity and addressing biases. Organisations are actively working on strategies to ensure equity and inclusion, building diverse talent pipelines for sustained success.

4. Digital Transformation in HR: Embracing technology is a key trend, with HR undergoing a digital transformation. Automation, artificial intelligence, and analytics are becoming integral to HR processes, enhancing efficiency and providing valuable insights into workforce dynamics.

5. People Development: Continuous learning is no longer a choice but a necessity. HR is spearheading innovative learning and development programs including an uplift on online approaches, ensuring employees are equipped with the skills needed to thrive in a rapidly changing business landscape.

6. Agile and Adaptive HR Practices: In response to dynamic business environments, HR is adopting agile methodologies and adaptive practices. This involves flexible workforce planning, quick decision making, and fostering a culture of innovation.

7. Employee Experience: Enhancing employee experience is a strategic imperative for talent retention. HR professionals are investing in positive workplace cultures, effective communication, and initiatives that foster a sense of belonging among employees.

8. Workforce Planning and Talent Acquisition: Strategic workforce planning is gaining prominence as HR aligns human capital with long-term business goals. Talent acquisition strategies are evolving to attract and retain top talent in competitive markets.

9. HR Analytics and Data-Driven Decision Making: Leveraging data analytics is no longer an option but a necessity for HR. From workforce planning to performance evaluations, data-driven decision-making is enabling HR professionals to identify trends and seize opportunities proactively.

10. Employer Branding and Reputation: Crafting and promoting a positive employer brand is crucial for attracting top talent. HR is actively engaged in building and maintaining an organisation's image as an employer of choice.

11. Employment Laws: Understanding and implementing new policies and procedures around the continuous changes to Australian employment laws is key to making sure your organisation remains compliant but also remains productive and competitive.

In conclusion, it can be said that the HR landscape is undergoing a transformative journey in 2024. Some of these HR topics are not new to HR professionals, but are requiring inventive approaches to meet current needs of employers, employees and changes in society. To thrive in this environment, HR professionals must embrace these trends, staying agile and proactive in navigating the ever shifting dynamics of human resources.

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

Blog adapted from source information contained at The Society for Human Resource Management (SHRM) - shrm.org

What next for your HR Tech?

Fri, 10 Mar 2023 15:25:46 +1100

The ultimate HR Tech stack would probably be a single system (or function like a single system), cater for all HR functions from Talent Acquisition through to Workforce Planning and Efficiencies, provide for all workforce types including the needs of remote workers, and maybe even extend to workplace layout and flexible office scheduling. It would be easily populated, intuitive to navigate and easy to find information at the touch of a button, show an organisational structure which is reflective of the actual organisation and generate amazing reports. People want to use the HR system on a daily basis.

The reality is that most organisations have multiple HR systems requiring multiple login’s and the HR tech stack can be very confusing https://www.linqhr.com/blogs/post/HR-Tech. There are manual data transfers or close monitoring of the data transferred between systems electronically to prevent inaccuracies. Is strong in some functions such as Payroll, Talent Acquisition or Employee Experience but light across all other functions. Requires additional systems to be added if you wish to extend into something like Employee Listening or Online Learning. Hard to judge whether the systems altogether are truly adding value. Multiple subscriptions to manage.

Then add into the mix business cycles. If we enter a period of economic headwinds then the emphasis of the HR System may change, for example, from Succession Planning to Workforce Efficiency if budgets and headcounts get tighter.

Now add new technological innovations such as AI. As AI evolves one thing is almost for certain is that it will be able to analyse and present information from large and complex data pools - nearly all of which every organisation has across its multiple HR systems. Using it to improve workforce planning and increase workforce efficiencies would be an advantage from AI.

So the future direction of your HR tech is likely, at a minimum, to be influenced by the need for a system which acts as one (preferably with a single login for each user), can operate deeply within and across all the HR functions important for business such as Talent Acquisition and Mental Wellbeing, acts and draws on intelligent analytics and outputs to maximise the management of the workforce.

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

What is an Employer of Record and their Benefits?

Thu, 19 Jan 2023 11:41:11 +1100

An Employer of Record (EOR) is a relatively new and growing concept.

It comprises of a vendor company which has already set up legal employing entities across multiple countries which allows you to hire staff in those countries.

An EOR provides the infrastructure for companies to hire contractors and employees rather than going through the complex process of incorporating their own entities in new countries when first entering.

The benefits are almost instantaneous if looking to solve a talent shortage by tapping into a global talent pool, test new markets and local staff before expanding there permanently, diversifying your workforce, supporting current employees who wish to work from their home country, or providing follow-the-sun customer service.

It is possible to have on a single platform visibility of your global workforce including gross and net employment costs. Some EOR's can provide or facilitate local hiring and HR advice.

Not all EOR providers are the same and have different technology platforms, employment frameworks and approaches.

Linq HR can assist you source the right EOR organisation to suit your organisation.

Call us at 1300234566 for more information.

Is there a WFR Dichotomy Looming?

Thu, 21 Jul 2022 12:41:23 +1000

There appeared to be very few reports at the beginning of the COVID-19 pandemic of people not enjoying the new flexibility of Working From Remote (WFR) arrangements, for those who had roles that could work remotely of course.

Not only did it protect us but it allowed more time back each day not having to travel, and to work from home or wherever else we felt safe and comfortable.

Working hours may have stretched longer but many reported they were more productive than working at the office.

It emphasised what many employees had been telling organisations for years, that it is output that should be valued and not just time spent at the office.

So employees seem to have adjusted but have their leadership? Some such as Telstra seemed to have publicly embraced WFR as a new modus operandi.

Gillian Tett of the Financial Times reported that at a New York Stock Exchange event including many CEO’s a show of hands revealed most CEOs present disliked the policy of remote working.1

Does this mean that except for a few leaders like Elon Musk of Tesla, most don’t wish to upset their workforces by publicly stating their preference for people to return to the office? Perhaps there is a WFR dichotomy looming between leadership and their workforces on remote working arrangements.

Even with mutterings of potential recessions around the world employees seem to be voting with their feet and willing to move roles to suit their preferred flexible work arrangements. If the US situation can be taken as a guide for Australia then a new survey from The Conference Board Human Capital Center reveals that one-third of workers are still actively looking for a new job.2 Companies who are offering to accommodate flexible work arrangements seem to be moving ahead in the battle for talent.

Perhaps employees are asking for for too much flexibility? Dr Caroline Knight, a Research Fellow at Curtin University's Future of Work Institute says "Some research on this actually does show that it's around two to two and a half [days]”.3 This probably matches where many companies themselves have naturally found an equilibrium between remote working and office time.

Only time will tell whether organisations will be able to adjust to find longer term effective remote working arrangements or will push for their employees to return to the office more than what they may truly wish. The balance achieved will likely determine whether there will be a dichotomy between leadership and employees on WFR arrangements.

Linq HR fill HR vacancies and finds HR Vendors for companies. Ph 1300 234 566.

References

1. https://www.ft.com/content/8a3f1fa7-8c0c-4068-b0d9-f12c84f0b8d6

2. https://www.conference-board.org/press/despite-risk-of-recession-workers-still-plan-to-quit?mkt_tok=MjI1LVdCWi0wMjUAAAGFugXhGM_LR2lxn8PBoiE7FhxiYTJCCuYFFGtt3KNenzWF6scZSJih_ZaJL0DfwlnLfG4JWV0LVR2ryavQi14De2BLcEQ_YoXiG8EbqsvjYCV8IQ

3. https://www.abc.net.au/news/2022-07-21/hybrid-work-can-leave-us-feeling-lonely-and-disconnected/101227102