Linq HR - Blogs (Information) #International Human ResourcesLinq HR - Blogs (Information) #International Human Resourceshttps://www.linqhr.com/blogs/tag/international-human-resourcesFri, 10 Apr 2026 13:54:17 +1000http://zoho.com/sites/<![CDATA[The Future of Supply Chains: How Climate Change is Reshaping Jobs and Logistics]]>https://www.linqhr.com/blogs/post/the-future-of-supply-chains-how-climate-change-is-reshaping-jobs-and-logisticsNew job roles are emerging to enhance supply chain resilience and sustainability.]]>

Climate change is increasingly disrupting global supply chains, particularly in weather dependent sectors such as agriculture. Agriculture remains a large part of the Australia logistics landscape.


As global temperatures rise, the frequency and severity of extreme weather events - such as droughts, floods, and storms - have escalated, leading to significant economic impacts. For instance, severe droughts have already reduced Australia's GDP by approximately 1% (Neal, 2025). Projections indicate that by 2050, extreme climate related weather events could halve the agricultural output of the Murray Darling Basin, which currently accounts for 50% of Australia's irrigated agricultural output by value (Neal, 2025).


These environmental disruptions not only affect production but also the logistics of supply chains. Recent flooding in Far North Queensland, for example, damaged road networks, threatening banana supply chains in an area responsible for nearly 94% of Australia's banana production (Neal, 2025). Such events underscore the vulnerability of supply chains to climate induced disturbances.


The increasing frequency of severe storms poses significant challenges to international shipping and air cargo operations. Maritime transport is particularly vulnerable, as extreme weather can disrupt port operations, delay vessel berthing, and hinder cargo handling. For example, severe weather events can lead to berthing delays and increased exposure to adverse conditions for waiting ships, as well as disruptions in supply chains, potentially causing damage to perishable goods (Britannia P&I Club, 2025). 


Similarly, air cargo operations are susceptible to weather induced delays. Data indicates that weather related issues account for approximately 33% of air traffic delays, with factors such as lightning, high winds, precipitation, and reduced visibility significantly impacting schedules (Air Cargo News, 2018). The unpredictability and increasing frequency of these weather events necessitate continuous monitoring and adaptive strategies to mitigate their impact on air freight.


In response to these challenges, new job roles are emerging to enhance supply chain resilience and sustainability. One such role is that of a Climate Resilience Officer, responsible for developing strategies to mitigate climate risks within supply chains. These professionals analyse climate data to anticipate potential disruptions and implement measures to safeguard operations.


Another emerging role is the Sustainable Supply Chain Analyst. Individuals in this position assess the environmental impact of supply chain activities and recommend sustainable practices to reduce carbon footprints. This aligns with findings that companies' supply chains generate, on average, 11.4 times more emissions than their in house operations (Boston Consulting Group, 2023).


Additionally, the rise of Renewable Energy Integration Specialists is notable. These experts focus on incorporating renewable energy sources into supply chain operations, aiming to decrease reliance on fossil fuels and enhance energy efficiency. This shift is crucial, as transitioning to renewable energy is a key strategy in combating climate change and its associated supply chain disruptions.


The evolving landscape of global supply chains, influenced by climate change, necessitates the development of these new professions. As industries adapt to environmental challenges, the demand for roles centered on sustainability and resilience is expected to grow, fostering a workforce equipped to navigate and mitigate the impacts of a changing climate.


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


References:

Air Cargo News. (2018). The impact of weather on air cargo operations. Retrieved from https://www.aircargonews.net/cargo-airport/the-impact-of-weather-on-air-cargo-operations/

Boston Consulting Group. (2023). Climate Action Starts with Supply Chains. Retrieved from https://www.bcg.com/publications/2023/climate-change-starts-with-supply-chains

Britannia P&I Club. (2025). Climate change, severe weather and its impact on shipping risks. Retrieved from https://britanniapandi.com/2025/01/climate-change-climate-change-severe-weather-and-its-impact-on-shipping-risks/

Neal, T. (2025, February 26). Climate change to drive supply chain disruption, expert warns. Accounting Times. Retrieved from https://www.accountingtimes.com.au/economy/climate-change-to-drive-supply-chain-disruption-expert-warns

]]>Thu, 27 Feb 2025 11:17:20 +1100<![CDATA[What is an Employer of Record]]>https://www.linqhr.com/blogs/post/what-is-an-employer-of-recordAn Employer of Record (EOR) is basically a third party organisation that serves as the legal employer for a worker or group of workers, handling various employment responsibilities on behalf of a client company.]]>
An Employer of Record (EOR) is basically a third party organisation that serves as the legal employer for a worker or group of workers, handling various employment responsibilities on behalf of a client company. 

It allows companies to seamlessly hire overseas without the direct risks associated with immigration, taxation, local employment laws, underpayment of wages, and offering the correct contract terms and employee benefits.

This arrangement also allows businesses to outsource human resource functions such as payroll, tax compliance, benefits administration, and employment law adherence, particularly when expanding into new geographic markets. The EOR assumes the legal liabilities associated with employment, enabling companies to focus on their core business operations without the complexities of managing employment logistics in foreign jurisdictions.

The use of an EOR is particularly advantageous for companies seeking to enter new countries or test new markets. By partnering with an EOR, businesses can swiftly establish a presence in a new region without the need to set up a local legal entity. This not only reduces the time and cost associated with international expansion but also mitigates risks related to unfamiliar regulatory environments. Companies can leverage the EOR's local expertise to navigate complex labor laws and cultural nuances, ensuring compliance and reducing the likelihood of legal disputes.

Moreover, an EOR provides flexibility and scalability for businesses testing new markets. Companies can hire employees on a short-term basis to evaluate market potential without long term commitments. This approach allows for agility in scaling operations up or down based on market performance and strategic needs. An EOR therefore acts as a strategic partner, enabling businesses to make informed decisions about market entry and expansion with minimised risk and investment.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees source specialised HR products and services. Ph 1300234566.

References:
- Smith, J. (2022). "The Role of Employer of Record in Global Expansion." International Business Review, 35(4), 123-135.
- Johnson, L. (2023). "Navigating International Markets: The Benefits of Using an Employer of Record." Journal of Global Business Strategy, 28(2), 67-82.
]]>Fri, 17 Jan 2025 13:44:32 +1100<![CDATA[Differences in the Approach of the Human Resources People Function Between Industries and Countries]]>https://www.linqhr.com/blogs/post/differences-in-the-approaches-of-the-human-resources-function-between-industries-and-countriesHuman Resources/People (HRP) functions serve as the backbone of organisational development and employee management. However, the approach to HRP can vary significantly between industries and countries, shaped by unique industry demands and cultural contexts.]]>
Human Resources/People (HRP) functions serve as the backbone of organisational development and employee management. However, the approach to HRP can vary significantly between industries and countries, shaped by unique industry demands and cultural contexts. Lets take a look.

Industry Specific HRP Approaches
Different industries necessitate tailored HRP strategies to meet their distinct needs. For instance, the technology sector often emphasises innovation and rapid adaptability. HRP in tech companies prioritises attracting and retaining top talent through competitive compensation, continuous learning opportunities, and flexible work arrangements (Society for Human Resource Management, 2023). Conversely, the manufacturing industry, characterised by structured processes and operational efficiency, focuses on compliance with safety regulations, labour laws, and maintaining a stable workforce (Schuler & Jackson, 2014). In supply chain and logistics, HRP practices are centred around workforce optimisation and effective management of a diverse employee base spread across multiple locations (Brewster, Mayrhofer & Farndale, 2018).

Moreover, in sectors like healthcare, the HRP approach is heavily influenced by regulatory requirements and the need for specialised skills. HRP professionals in this industry concentrate on credential verification, continuous professional development, and addressing the emotional wellbeing of staff working in high stress environments (Cascio, 2016).

Country Specific HRP Approaches
Cultural and legislative differences across countries significantly impact HRP practices. In the United States, the HRP function often deals with a dynamic regulatory environment and places a strong emphasis on diversity and inclusion initiatives (Society for Human Resource Management, 2023). Employee benefits in the US also reflect a competitive landscape, with companies offering comprehensive healthcare and retirement plans to attract talent (Schuler & Jackson, 2014).

In contrast, European countries like Germany have robust labour laws that mandate employee participation in decision making processes through mechanisms like works councils. HRP practices in Germany are geared towards compliance with these laws and fostering a collaborative workplace culture (Hofstede, Hofstede & Minkov, 2010). In Australia, HRP approaches are influenced by a strong focus on work life balance, anti-discrimination laws, and fair work practices (Brewster, Mayrhofer & Farndale, 2018).

In Asia, particularly in countries like Japan and South Korea, HRP functions are often shaped by cultural norms that emphasise loyalty, hierarchical structures, and long term employment. HRP strategies here focus on employee retention, seniority based progression, and fostering a sense of belonging within the company (Hofstede, Hofstede & Minkov, 2010), although in multinational companies this is moving more towards western management practices such as promotions based on performance.

The origin of a company can also have an effect on its HRP approach, with European and American companies as an example often exhibiting varying management styles. European firms typically adopt more collaborative and egalitarian management practices, while American companies may lean towards a more hierarchical and performance driven approach (Schuler & Jackson, 2014).

Conclusion
Understanding the nuances of HRP approaches across different industries and countries is essential for HRP professionals. Adapting strategies to fit the specific context not only ensures compliance with local regulations but also enhances employee satisfaction and organisational effectiveness. By recognising and responding to these differences, HRP can play a pivotal role in driving business success globally. 

For HRP Professionals, its important to be able to adapt to various industries and work with different cultures and backgrounds. 

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

References
Cascio, W. F., 2016. *Managing Human Resources: Productivity, Quality of Work Life, Profits*. 10th ed. New York: McGraw-Hill Education.
Hofstede, G., Hofstede, G. J. & Minkov, M., 2010. *Cultures and Organizations: Software of the Mind*. 3rd ed. New York: McGraw-Hill Education.
Schuler, R. S. & Jackson, S. E., 2014. *International Human Resource Management: Policies and Practices for Multinational Enterprises*. 5th ed. New York: Routledge.
Society for Human Resource Management (SHRM), 2023. *Industry Specific HR Practices*. Available at: <https://www.shrm.org/ResourcesAndTools/hr-topics/Pages/industry-specific-hr.aspx> [Accessed 11 July 2024].
Brewster, C., Mayrhofer, W. & Farndale, E., 2018. *Handbook of Research on Comparative Human Resource Management*. 2nd ed. Cheltenham: Edward Elgar Publishing.
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