Linq HR - HR, Employee Relations and HR Tech Insights #Training NeedsLinq HR - HR, Employee Relations and HR Tech Insights #Training Needshttps://www.linqhr.com/blogs/tag/training-needsSun, 08 Nov 2026 23:25:09 +1100http://zoho.com/sites/<![CDATA[How HR Can Help Australian Manufacturing Lift Productivity]]>https://www.linqhr.com/blogs/post/how-human-resources-can-help-australian-manufacturing-lift-productivitySeven ways HR can lift productivity in Australian manufacturing: workforce planning, skills, work design, frontline leadership, reward and bargaining.]]>

In brief: HR can help Australian manufacturing lift productivity through workforce planning that identifies future skills and critical roles, competency frameworks linked to safety, quality and output, work design built on continuous improvement, frontline supervisor training, incentives aligned with productivity metrics, enterprise agreements tied to flexibility and skills pathways, and analytics that combine workforce and production data. Manufacturing makes up 5.1% of GDP according to ABC News (2025), and high labour costs can be justified when value added per worker is high.

 Australian manufacturing is at an inflection point. The sector now contributes only a small share of national output, and output per person has shown weak growth for many years. In this context, Human Resources (HR) has a critical role in helping manufacturers lift productivity, not just cut cost.

According to ABC News, manufacturing now contributes just 5.1 per cent of Australia’s GDP, the lowest of all OECD countries (abc.net.au, 2025).

A Parliamentary report into advanced manufacturing confirms that structural change has driven down Australia’s manufacturing share (House of Representatives Standing Committee on Industry, Science and Resources, 2023).

The OECD’s latest Employment Outlook notes that unit labour costs affect competitiveness, especially when not matched by output gains (www.oecd.org, 2024).

Research from the Centre for Future Work reveals that Australia ranks last in manufacturing self sufficiency among all OECD countries and no country can be an innovation leader without a strong manufacturing base (australiainstitute.org.au, 2020).

How HR can help drive productivity in Australian manufacturing


Strategic workforce planning aligned to advanced manufacturing

HR can partner with operations, engineering and finance to map required future skills (automation, robotics, data, quality systems), identify critical roles (e.g., mechatronics technicians, maintenance planners), and develop internal talent pipelines via apprenticeships or mid-career transitions. This ensures high cost labour is deployed where it creates the greatest value.

Skills development and capability building

Manufacturing often demands multi-skilled and adaptable workers. HR can design competency frameworks linking skills to safety, quality, output and waste metrics, and collaborate with knowledge providers such as TAFEs, universities and equipment suppliers to develop and rollout training programs. This supports productivity premium wages.

Work design and employee engagement

Well designed work plus employee engagement via continuous improvement, lean processes and suggestion schemes can improve output, reduce rework and waste, and increase quality.

Frontline leadership and supervision capability

Strong supervisors ensure efficient production and guard against rework, downtime, and non-compliance. HR led leadership training can reduce avoidable cost.

Performance and reward systems aligned with productivity

Continue to adapt performance based incentives to align with future productivity metrics. Since manufacturing growth has stalled so to it seems has innovative incentive plans.

Employee relations as a productivity enabler

Enterprise bargaining with multi year wage commitments linked to flexibility, skills pathways and productivity can support competitiveness. Many Enterprise Agreements seem to lack real productivity requirements, and are close to agreements with not much more than providing new wage and benefit increases.

Data, workforce analytics, and continuous improvement

Measure workforce metrics with production outcomes to identify high performing teams and best practices can be continually developed.

Australia's manufacturing sector has experienced a long decline in its share of GDP. Labour cost remains relatively high but can be justified if value added per worker is strong. Through strategic workforce planning, capability building, performance structures and effective Employee Relations, HR can help make high-cost labour a competitive advantage.

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300 234 566.

Further reading:Embracing Industry 4.0: The Strategic Role of HR in Manufacturing, Warehousing and Supply Chain and Manufacturing Remains Human Centred and Backed by Human Insight.


References

ABC News 2025: https://www.abc.net.au/news/2025-08-06/the-race-to-shore-up-australias-remaining-industry/105617502

House of Representatives Standing Committee on Industry, Science and Resources (2023) Sovereign, smart, sustainable: Inquiry into developing advanced manufacturing in Australia. Canberra: Parliament of Australia, November. https://www.aph.gov.au/Parliamentary_Business/Committees/House/Industry_Science_and_Resources/AdvancedManufacturing/Report

Australia Institute 2020: https://australiainstitute.org.au/wp-content/uploads/2020/12/A-Fair-Share-for-Australian-Manufacturing-WEB.pdf

OECD 2024: https://www.oecd.org/content/dam/oecd/en/publications/reports/2024/06/oecd-employment-outlook-2024-country-notes_6910072b/australia_4d5a7a18/4f76e85a-en.pdf

OECD (n.d.) Unit Labour Costs: https://www.oecd.org/en/data/indicators/unit-labour-costs.html

Productivity Commission 1996: https://assets.pc.gov.au/research/supporting/changing-manufacturing/changman.pdf


]]>Thu, 27 Nov 2025 12:39:15 +1100<![CDATA[How to Work Effectively With Your HR Department]]>https://www.linqhr.com/blogs/post/unlocking-success-effective-engagement-with-your-human-resources-departmentSix practical ways managers can engage their HR department: open communication, early involvement, using HR expertise, development, recognition and technology.]]>

In brief: Working effectively with the HR department means treating HR as a strategic partner rather than only a compliance function. Managers can keep HR informed about team goals, involve HR early in workforce planning and talent decisions, draw on its expertise in employment law and engagement, collaborate on training and mentorship, and work together on digital tools. Recognition matters too: Gallup (2016) reports employees who feel inadequately recognised are twice as likely to say they will quit within the year.

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, 2020).

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, 1997).

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, 2022).

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; Gallup reports that recognition boosts engagement and that employees who do not feel adequately recognised are twice as likely to say they will quit within the year (Gallup, 2016). Whether through formal appreciation programs or simple gratitude expressions, recognising HR's contributions is crucial.

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 et al., 2012).

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 1300 234 566.

Armstrong, M., 2020. Armstrong’s Handbook of Strategic Human Resource Management. 7th ed. London: Kogan Page.
Gallup, 2016. The importance of employee recognition: low cost, high impact. [online] Gallup. Available at: https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx

Guest, D.E., 1997. Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 8(3), pp.263–276. https://doi.org/10.1080/095851997341630
Taylor, S., 2022. Resourcing and Talent Management: The Theory and Practice of Recruiting and Developing a Workforce. 8th ed. London: Kogan Page.
Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M., 2012. HR from the Outside In: Six Competencies for the Future of Human Resources. 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[SMEs: The Risks of Not Using Professional HR Advice]]>https://www.linqhr.com/blogs/post/benefits-and-risks-of-not-using-professional-human-resources-advice-for-smesWhy SMEs that manage HR without professional advice risk compliance breaches, poor hires and overpaying for services, and the benefits of getting it right.]]>

In brief: SMEs that manage HR internally without professional advice risk unknowingly breaching Australia's complex and frequently changing employment laws, which differ nationally and between states, leading to disputes and penalties. Professional HR advice also helps ensure fair pay and cost-effective benefits, select payroll, recruitment and training providers without overpaying, and tailor policies to the business. The long-term risks of legal breaches, overpaying and poor engagement often outweigh the short-term savings.

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 (Nankervis et al., 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 and Brockbank, 2005).

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 provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Cascio, W. F. (2018). Managing human resources. McGraw-Hill Education.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2017. Human resource management: strategy and practice. 9th ed. South Melbourne: Cengage Learning Australia.
Ulrich, D. and Brockbank, W., 2005. The HR value proposition. Boston, MA: Harvard Business School Press.
]]>Fri, 04 Oct 2024 11:09:14 +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-brokerWhat a Human Resources Broker does, from needs assessment and provider vetting to negotiation, and the cost, time and risk benefits for businesses.]]>

In brief: A human resources broker is an intermediary between businesses that need HR services and products and the providers that offer them. The broker assesses the organisation's HR needs, vets providers on capability, track record, pricing and cultural fit, negotiates terms and supports implementation. For businesses, the main benefits are cost efficiency, time savings, access to market expertise, reduced risk of choosing an unsuitable provider and greater flexibility to scale services.

 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.

Further reading:Eight Ways to Outsource HR Functions and Their Benefits and How HR Professionals Should Buy HR Products and Services.


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. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.
]]>Wed, 13 Mar 2024 10:15:17 +1100<![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-2024Eleven HR trends from 2024, from hybrid work and wellbeing to AI, analytics and employment law, with a November 2026 update on which ones have held.]]>

In brief: The key HR and People and Culture trends for 2024 are remote and hybrid work policies, employee wellbeing and mental health support, diversity, equity and inclusion, digital transformation using automation and AI, people development, agile HR, employee experience, workforce planning and talent acquisition, HR analytics, employer branding and keeping up with changes to Australian employment law. Many of these topics are not new, but they call for fresh approaches to meet current needs.

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.


Eleven trends shaping HR

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

Update (November 2026): Most of these 2024 themes have held. Hybrid work has settled at around 36% of employed Australians usually working from home (Australian Bureau of Statistics, 2025), and only 22% of Australian CEOs now expect a full-time return to the office (Tilo, 2025). What has changed is the weight given to AI: Gartner’s 2026 survey of 426 chief HR officers ranks AI-driven HR transformation as the top priority (Gartner, 2026), while engagement remains stubbornly low at 21% of Australian employees (Gallup, 2026).


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.


Old themes, new approaches

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 provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.


This article draws on industry trend commentary, including from the Society for Human Resource Management (SHRM).

Further reading:Embracing AI in HR: a strategic opportunity and Making the right to disconnect laws work for your business.


References

Australian Bureau of Statistics (2025) Working arrangements, Australia, August 2025. 12 December. Available at: https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/working-arrangements/aug-2025 (Accessed: 6 November 2026).

Gallup (2026) State of the Global Workplace: 2026 report (Australia country data). Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/704474/state-global-workplace-australia-country-level-data.aspx (Accessed: 6 November 2026).

Gartner (2026) 2026 HR trends: 4 strategic priorities for the modern CHRO. Stamford, CT: Gartner. Available at: https://www.gartner.com/en/articles/top-hr-focus-areas-for-2025 (Accessed: 6 November 2026).

Tilo, D. (2025) ‘Australian CEOs reverse expectations on working from home’, HC Magazine, 8 October. Available at: https://www.hcamag.com/au/news/general/australian-ceos-reverse-expectations-on-working-from-home/552269 (Accessed: 6 November 2026).

]]>Thu, 15 Feb 2024 13:02:11 +1100<![CDATA[Benefits of Writing a Position Description]]>https://www.linqhr.com/blogs/post/advantages-of-writing-a-position-descriptionWhy writing a position description matters: it defines the role, supports performance reviews, fair pay, dispute reduction and better recruitment outcomes.]]>

In brief: A position description outlines a role's reporting relationship, objectives, key responsibilities, required skills and expectations so that employer and employee agree on what the job involves. It clarifies how the role fits the organisation, provides a reference point for performance evaluation and development, supports fair and consistent pay and grading, reduces disputes as a neutral source of information, and underpins job advertisements and candidate assessment. Supervisors and employees should agree on the final document, particularly for remote workers.

 Writing a position description is an important step in defining roles and also in the hiring process. 

It’s a document that outlines the reporting relationship, objectives, key responsibilities, skills, and expectations of a specific role. 

It can help clarify the expectations of both employers and employees, and to select the most suitable candidates. 

Here are some advantages of writing a position description:

  • It helps to define the purpose and scope of the role, and how it fits into the organisation’s structure and goals. This can create motivation and alignment for the employee, and ensure that the activities and tasks necessary for the success of the business are covered by one role or another 1.
  • It provides a clear reference point for measuring and evaluating the employee’s performance, and identifying areas for improvement or development. It also forms the basis for appraisals, feedback, and recognition 1 2.
  • It enables a fair and consistent pay and grading system, based on the skills, experience, qualifications, and responsibilities required for the role 1 2.
  • It reduces the risk of disputes and conflicts, by providing a neutral and authoritative source of information about the role. It can also help to resolve any queries or issues that may arise during the employment relationship 1 3.
  • It facilitates the recruitment process, by providing a clear and concise overview of the role, and the ideal candidate profile. It can help to write effective job ads, design relevant interview questions, and assess candidates’ suitability 1 4.

It’s important for both the supervisor and employee to agree on the final position description. This is more so important when people are working remote.

Completing position descriptions for roles within your organisation can seem like a tedious or unnecessary task but overall they benefit employees with a clearer understanding of their role and provide structure for the employer. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

References



Further reading:7 Factors to Consider When Hiring External Recruiters and The High Costs of Neglecting Employee Induction.

]]>Fri, 06 Oct 2023 14:03:18 +1100<![CDATA[Don't Overcook your Workforce Planning]]>https://www.linqhr.com/blogs/post/don-t-overcook-your-workforce-planning

In brief: Workforce planning should be kept basic: its purpose is to ensure the right resources, with the right skills, in the right roles at the right time. Highly detailed plans often fail because they cannot anticipate sudden resignations, shifting employee preferences or mergers and acquisitions. Employers should first identify critical roles, whose vacancy would have significant operational or financial impact, then key roles, review the plan regularly and link it to individual career plans.

Workforce planning, even if kept basic, goes a long way towards making sure you have the right resources, with the right skills, in the right roles at the right time.


Why detailed plans fail

Overly in-depth workforce planning can fail as there are so many real time factors which it cannot anticipate. For example, multiple level resignations in the same department or function where  internal  successors are depleted, employees personal preferences can change suddenly based on opportunities they never foresaw which are now visible to them,  company mergers and acquisitions where new employees are available to fill future roles.


Start with critical roles

Start simply with identifying critical roles - those roles if they become vacant will have a significant operational or financial impact for your organisation. If it is found that there are no suitable successors available internally then decide whether to identify and start preparing someone internally or identify where affordable candidates may exist in the external labour market as a future resource.

Update (November 2026): The external labour market has eased since 2023 but remains active. Unemployment was 4.7% in September 2026 and there were 325,000 job vacancies in August 2026, down 0.9% on May (Australian Bureau of Statistics, 2026a; 2026b). Planning for critical roles still matters: Gallup’s 2026 report found 64% of Australian employees thought it a good time to find a job where they live, and only 21% were engaged at work (Gallup, 2026a), a combination that makes unplanned departures from critical roles more likely, not less.


Then key roles

Next can be key roles - those roles which are important to have consistently filled and which may require some specific level of education, a particular skill set, prior experience or exposures. 


Review and adjust

Remember that plans are never static and need to be continually reviewed and adjusted as your people and organisation develops. 


Link planning to career plans

If workforce planning is supported with individual career plans then you will be in an enviable position where employees will feel valued and your organisation has the best chance for smooth people transitions.


Finally, keeping workforce planning basic and regular can deliver more relevant resourcing options at the time of need.


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Workforce management belongs on the strategic agenda and How to survive a tight labour market.


References

Australian Bureau of Statistics (2026a) Labour Force, Australia, September 2026. 15 October. Canberra: ABS. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/sep-2026 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026b) Job Vacancies, Australia, August 2026. Canberra: ABS. Available at: https://www.abs.gov.au/statistics/labour/jobs/job-vacancies-australia/aug-2026 (Accessed: 6 November 2026).

Gallup (2026a) State of the Global Workplace: 2026 report – Australia. Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/704474/state-global-workplace-australia-country-level-data.aspx (Accessed: 6 November 2026).



]]>Fri, 14 Apr 2023 15:02:08 +1000<![CDATA[Benefits of Online Learning in the Workplace]]>https://www.linqhr.com/blogs/post/Benefits-of-Online-Learning-in-the-WorkplaceHow online learning widens access to trainers, targets training to teams and cuts travel costs, and where face-to-face sessions are still needed.]]>

In brief: Online learning in the workplace gives employers access to courses and trainers beyond their local area, allows training to be targeted to specific teams or sites, and cuts travel and per-session costs. Online modules can include competency-based assessments for compliance, though verifying a learner's identity can be harder. Skills needing live demonstration may still require face-to-face sessions, so each training need should be assessed. A SHRM survey found 74% of global respondents said developing new skill sets is crucial post-COVID-19.

“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.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.


Further reading:Identifying Workplace Training Needs and Steps to Introduce AI into the Workplace.


References


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].




]]>Tue, 04 May 2021 16:00:00 +1000<![CDATA[Identifying Workplace Training Needs: A Practical Guide for Australian Employers]]>https://www.linqhr.com/blogs/post/Identifying-Workplace-Training-NeedsA six-step training needs analysis for Australian employers, plus ABS data showing work-related training participation fell to 19% in 2024-25.]]>

In brief: Identifying workplace training needs starts with the direction of the business, then defining what each role must do, using existing evidence such as performance reviews, asking managers and employees, prioritising gaps and measuring how new skills are applied on the job. According to the Australian Bureau of Statistics (2026), work-related training participation fell from 23% to 19% between 2020–21 and 2024–25, with 44% of those facing barriers citing too much work or not enough time.

Organisations need to train their employees continually: to teach new skills, develop leaders, meet legal and safety obligations, and remain competitive. The harder part is working out which training is needed, by whom, and in what form. This article sets out a practical way to identify workplace training needs, and what the Australian data says about how much training is actually happening.

What the data says about training in Australia

The Australian Bureau of Statistics reports that in 2024–25, 34% of people aged 15–74 (6.8 million) participated in study or training in the previous 12 months, down from 39% in 2020–21. Participation in work-related training specifically fell to 19% from 23%. Among people who faced barriers to work-related training, the main barrier, reported by 44%, was having too much work or not enough time (ABS, 2026).

For employers, the lesson is that training has to compete with the day job. Training that is targeted to a real need, delivered close to the work and scheduled realistically is far more likely to happen than a generic annual calendar.

On the job, near the job, or offsite: the 70:20:10 guideline

Training can be described as on the job, near the job, or offsite. A widely used guideline is the 70:20:10 model from the Center for Creative Leadership’s Lessons of Experience research: roughly 70% of development comes from challenging on-the-job assignments, 20% from developmental relationships such as managers, mentors and peers, and 10% from formal coursework and training (Center for Creative Leadership, n.d.). CCL describes it as a guideline rather than a formula, and notes that the formal 10% amplifies the other 90% when it is applied back at work.

The practical implication is that most training needs are met through how work is designed and supervised, not through courses alone. The best value from developmental and offsite training is captured when the employee has an immediate opportunity to use the new skills on return to the workplace.

How to identify workplace training needs

1. Start with the direction of the business. New products, systems, customers, sites or regulatory changes each create skill requirements. All employee training must be relevant to where the organisation is heading.

2. Define what each role must be able to do. Up-to-date position descriptions and competency requirements are the baseline for any training needs analysis. If the role is not clearly described, the gap cannot be measured.

3. Use the evidence you already hold. Performance reviews, probation outcomes, safety incidents, customer complaints, rework, system errors and exit interviews all point to capability gaps.

4. Ask managers and employees. Supervisors usually know where their teams struggle; employees usually know what they need to do the job well. A short structured conversation or survey is often enough.

5. Prioritise and match the delivery method. Rank gaps by business impact and compliance risk, then decide whether each is best addressed on the job, through coaching or mentoring, or through a formal program, including online learning.

6. Measure application, not attendance. Agree in advance how the new skill will be used and checked on the job, and follow up within weeks of the training.

Choosing a training provider

Once the needs are clear, the choice of provider becomes much simpler: accredited or non-accredited, in-house or external, face-to-face or online. Australian training providers, registered training organisations and learning platforms can be compared on the Workforce Directory.

Further reading:Benefits of Online Learning in the Workplace and The High Costs of Neglecting Employee Induction.


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

References

Australian Bureau of Statistics (2026) Work-Related Training and Adult Learning, Australia, 2024-25. Canberra: ABS, 9 April. Available at: https://www.abs.gov.au/statistics/people/education/work-related-training-and-adult-learning/2024-25 (Accessed: 5 November 2026).

Center for Creative Leadership (n.d.) The 70-20-10 rule for leadership development. Available at: https://www.ccl.org/articles/leading-effectively-articles/70-20-10-rule/ (Accessed: 5 November 2026).

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