Linq HR - Blogs (Information) #remote workingLinq HR - Blogs (Information) #remote workinghttps://www.linqhr.com/blogs/tag/remote-workingThu, 07 May 2026 16:29:47 +1000http://zoho.com/sites/<![CDATA[Navigating the Shifting Landscape of Human Resources/People and Culture: Key Trends in 2024]]>https://www.linqhr.com/blogs/post/navigating-the-shifting-landscape-of-human-resources-people-and-culture-key-trends-in-2024As we step further into 2024, several major themes are shaping the HR landscape, influencing everything from talent management to organisational culture.]]>

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

]]>Thu, 15 Feb 2024 13:02:11 +1100<![CDATA[What next for your HR Tech?]]>https://www.linqhr.com/blogs/post/what-next-for-your-hr-techHR Tech can be confusing and requires careful planning.]]>

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


]]>Fri, 10 Mar 2023 15:25:46 +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[What is an Employer of Record and their Benefits?]]>https://www.linqhr.com/blogs/post/Employer-or-RecordAn Employer of Record (EOR) comprises a company which has already set up legal employing entities across multiple countries which allows you to hire staff in those countries.]]>
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.

]]>Thu, 19 Jan 2023 11:41:11 +1100<![CDATA[Benefits of Formally Re-inducting Employees]]>https://www.linqhr.com/blogs/post/benefits-of-formally-re-inducting-employeesDeveloping a formal re-induction for employees can be worthwhile and .]]>
Providing new employees to the organisation with an effective induction or onboarding program is something that many companies seem to have focussed on and improved over time. Programs can run from a couple of hours to many days, and include an online pre-start component.


The enduring effects of a great onboarding program can be many including a positive first impression of the company and an effective transition into the workplace. Many companies include various items within their onboarding programs such as; employee payroll and administration information, setting expectations around company policy and procedures, safety and environment, introduction of key people, initial job training, introduction to work area, and access to and setup of devices and systems. It can also be the start of a mentoring onboard program.


But over time many of the items included in an employees initial onboarding program can change. Changes can be in the form of restructured departments, key staff, company and HR policies and procedures, system upgrades, company directions and safety practices plus much more.


So developing a formal re-induction for employees, often grouped by years of service, can be worthwhile and effective. It can be a time to reinforce company values and culture, and share the company's vision and future plans. It can also be beneficial to have an informal social activity to finish the program and allow employees from different functions or divisions to meet and mingle, which probably couldn’t occur everyday without bringing employees formally together.


If it's not possible for people to gather in person for classroom based training, then an online learning version could be used to reach employees across many sites and be a cost effective way of updating. This training could also include an online testing component if compliance updates need to be recorded.


It takes considerable investment to formally re-induct employees and companies should consider the overall benefits of grouping employees based on years of service and rolling out the latest information. The effectiveness of this can be tracked over time by comparing the number of employees who stay. Many companies may find most employees in the 0-3 years of service leave compared to longer serving employees. So a re-induction within 3 years may assist with reconnecting employees and change their minds about leaving. The value of this could also be extended significantly if the company could capture feedback from employees and identify improvements for individuals and across the business.

Linq HR specialises in finding HR services for businesses. If your business requires the help of an employee counsellor or Employee Assistance Program (EAP) then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.
]]>Wed, 23 Jun 2021 15:59:00 +1000<![CDATA[Adapting to Remote Working During a Pandemic]]>https://www.linqhr.com/blogs/post/Adopting-to-Remote-Working-During-a-PandemicAdapting to ‘Remote Working’ During a Pandemic.]]>
The morning alarm rings, you rush breakfast then head to work for your regular weekly 9 am team meeting. This is what many of us became accustomed to but expectations, relationships, and boundaries from this pre-pandemic world are now vastly different. 

Covid-19 has posed significant changes in many areas of our lives including for many working remotely is the new normal that we have had to adapt to.


Change is never easy. Change of any kind is generally seen as a stressor, it brings a lack of control, order, and the comfort of predictability. Covid-19 has displaced our ‘normal’ lives completely, and with social distancing regulations, work lives have dramatically changed too [1].


Working remotely may sound advantageous but is not always ideal when practiced and poses a unique set of challenges for HR professionals and business leaders to consider. While some prefer working remotely, such as from home, some are finding it difficult to adapt. 

Here we briefly explore some potential ramifications if the right levels of remote working support isn't provided and offer some interventions to consider.


Factors Affecting Turnover Intentions


Increased employee turnover can cost organisations millions in lost time and resources and is certainly a factor to be avoided. High career adaptability allows employees to adjust to major career changes effectively, the key distinction being whether employees are choosing to adapt to their current work situation or a new job.


A study conducted in April 2021 [2] found that when employees showed high career adaptability paired with high work social support, they showed lower turnover intentions. However, when employees showed high career adaptability and low work social support, they demonstrated higher turnover intentions. The risk of low work social support can be heightened during extended remote working arrangements and doesn’t come with any natural solution.


Providing Social Support


Increasing social support is paramount to boosting employee motivation, productivity, and job satisfaction. The two most important forms of social support have been identified as supervisor support and co-worker support [3]. 


Support from supervisors includes offering assignments that help employees build new skills, offering their time to assist employees in developing career goals, and providing access to training and performance feedback. Support from co-workers includes career guidance and information, training that facilitates skill development, and workplace friendships.


Social Support Whilst Working Remotely


Working remotely has removed a lot of social contact from our lives but there are still ways to implement social support online. Adapting how social support is provided may reduce work-related stress and increase career satisfaction [4].


Implementing regularly scheduled one-on-one meetings between employees and supervisors can allow a safe space for employees to share their concerns and be heard, giving  a chance to maintain relationships and provide the required support and feedback. Understanding the needs of a team can influence key training and work allocation decisions. Team brainstorming sessions, individual and group training can all take place online.


Encouraging non-work-related team activities online can be a great bonding exercise too, such as Friday happy hours, a group workout session, or games.


Focusing on implementing social support initiatives may prove to be the way forward in engaging employees and allowing them to feel supported through these uncertain times.


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.


Footnotes:


[1] https://www.sciencedirect.com/science/article/pii/S0001879120300592 


[2] https://www.sciencedirect.com/science/article/pii/S0278431921000189 


[3] https://link.springer.com/article/10.1007/s10869-009-9145-x 


[4] https://www.pwc.com/us/en/library/covid-19/how-to-stay-connected-working-remotely.html 



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