Linq HR - Blogs (Information) #Workforce

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.

Four Ways to Elevate Your Human Resources/People and Culture Skills for Enhanced Organisational Success

Tue, 05 Mar 2024 12:54:57 +1100

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

Strategic Alignment with Organisational Goals

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

Cultivate Employee Engagement and Satisfaction

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

Develop Leadership Capabilities

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

Implement Customer-Centric HRPC Practices

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

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

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

Benefits of Writing a Position Description

Fri, 06 Oct 2023 14:03:18 +1100

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

1.https://theprovengroup.com.au/the-importance-of-having-a-job-description-for-every-employee/

2. https://www.dlgva.com/5-key-benefits-of-a-well-written-job-description/

3.https://www.ajg.com/us/news-and-insights/2018/12/benefits-of-creating-and-maintaining-job-descriptions/

4.https://www.hays.com.au/employer-insights/recruitment-information/how-to-write-a-position-description

Don't Overcook your Workforce Planning

Fri, 14 Apr 2023 15:02:08 +1000

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.

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 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.

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.

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

If workforce planning is supported with individual career plans then you will be in an envious position where employees will feel valued and your organisation having 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 are specialists in Employment, Career and Vendor Selection. Ph 1300234566.

Workforce Management needs to be on every Company's Strategic Agenda

Tue, 06 Dec 2022 10:04:01 +1100

Recently, and with more on the way, there have been many significant workplace related legal changes which will directly affect almost every employer and employee across Australia.

Some of these changes move responsibility firmly to the employer ensuring compliance, and in some cases having to prove themselves right after receiving accusations of doing wrong.

Even though many of the changes are mostly blanket across the country, practically it will have varying impacts and consequences by industry, employer size and the type of employee culture which already exists across your operations.

Those companies who can strategically deal with these changes should be able to excel as an Employer of Choice in the eyes of employees and the public, navigate and avoid expensive claims including for items not directly under your control but within your responsibilities under legislation, make compliance an everyday activity so it doesn’t distract from managing and growing your business, and prepare against the usual higher level of employee claims which can occur if the employment market conditions soften.

Some items which can be considered for your Company Strategic Agenda should include;

Ensuring your HR or People & Culture teams and leadership are familiar with changes and key elements across all workplace legislations including Respect at Work, Secure Jobs and Better Pay, Multi-Employer Bargaining, Adverse Action Claims, Paid Family and Domestic Violence, Modern Slavery, Gender Affirmation Policy, BOOT Test, Wages Underpayment, Independent Contractors, Whistleblower Complaint, Data Privacy, Safety/Industrial Manslaughter Laws, and Psychosocial Risks.
Stress testing potential impacts of these workplace legislations on future business strategy and making adjustments before signing off on implementation plans. Budget in scenarios for future salary, benefit and workplace compliance increases.
Implementing new Policies and Procedures or adjusting existing to capture changes in legislation or recent decisions. Changes must be clearly communicated to key stakeholders including employees where they need to know.
Monitoring employee and leadership behaviours, contract and customer interactions and behaviours as well (important under Sex Discrimination Act for example)
Collecting and storing workplace information such as results of workplace surveys, results of investigations into complaints, employee reporting structures, company support programs and compliance related training initiatives.
Know how to respond to emerging practices such as an industry based wages increase request if approached by a Union representative or if bargaining is initiated by an individual employee.

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

Is Employee Relations in Australia still within its Teenage Years?

Thu, 01 Sep 2022 13:35:25 +1000

The Industrial Landscape in Australia is complex and perhaps failing to achieve the objective of harmoniously balancing productivity gains with workers rights.

Teenagers are often cited as a group who can lack direction, experience an imbalanced perception between what is important for their future compared to that which seems important right now, have a lack of cooperation or willingness to learn automatically from those with prior experience. They are influenced by many people and organisations ranging from schools and teachers, parents and family members, sporting coaches, their peer group - all offering their perspectives on right and wrong, moving norms of society, and social media. But their goal is often simple - reach a level of education and find a job.

In some similar ways Employee Relations as a group in Australia has a wide mix of influences ranging from layers of Government, a booming workplace lawyering industry, trade unions at many levels, complex workplace rules and legislation, Tribunals and other Specialist Workplace Government Departments, social changes from different generations across the workplace, educational and training organisations, the News networks and of course employees and business itself.

So how could the Australian Employee Relations landscape be viewed as still being within its teenage years? One item which stands out in common is the level of complexity with both. When either party or influence lacks moving in a similar direction towards a common goal then each can scramble to increase their voice, preferences and control. This can lead to higher levels of complexity as each has their needs met.

There should only be one common purpose of all those involved within the Australian Employee Relations landscape, and that should include the continuous improvement of overall productivity so the entire country can benefit for years to come. This at least would make it easier for the next generations of our teenagers whose life is probably always going to be naturally complex anyhow.

Linq HR specialise in Human Resources Career and Vendor Selection. Ph 1300234566.

How Important is a Flexible HR/People & Culture Team?

Thu, 28 Jul 2022 16:23:49 +1000

When the business which HR/P&C teams support grow then so do our own teams. Albeit often at a reduced rate than the actual business itself being supported.

The Business we support can grow in many different ways such as overall employee size, different skill sets, geographical spread, entering new market places and the HR/P&C team needs to be designed in a way to meet these changing needs.

The team also needs to meet the growing specialised HR/P&C needs of the business. This means adding specialist roles in areas such as Compensation & Benefits, Talent Acquisition, Organisational Development, Diversity and Inclusion, Employee Relations, Workforce Management Systems, and Workforce Planning & Data.

Then there are the HR/P&C Business Partners who hold the internal direct customer facing responsibility for delivering the HR strategy and operations directly across their assigned groups.

So how is it possible to build a flexible HR/P&C team?

The answer can depend on the background experience of new hires bought into the HR/P&C team or the active career rotation of the team between specialities or HR/P&C Business Partner roles.

HR/P&C team members who have experience across at least two specialities are valuable not only because of their potential flexibility but also their reach of knowledge. Those who have rotated between being a HR/P&C Business Partner and a speciality such as TA or OD can bring tremendous value in identifying, designing and rolling out key initiatives across the organisation. Different industry backgrounds can also be valuable.

Buying in flexibility through the hiring of broad HR/P&C experience can build capability and flexibility quicker than the longer and slower approach of team rotations. However it comes with a higher upfront cost but depending on your industry and rate of business growth can have significant payback for the business being supported.

Once that flexibility has been achieved, remember retention of your team becomes paramount so clearly communicated individual career and development plans are essential.

Linq HR specialises in HR Career and Vendor Selection. Ph 1300234566.

Procurement of Human Resources Services

Wed, 25 Aug 2021 14:11:21 +1000

The Human Resources marketplace continues to grow as businesses rely more upon their expertise and services.

External HR partners deliver specialised services which can’t be delivered from within an organisation efficiently. They allow flexibility by tapping into HR services only when they are required and derive benefits from the expertise HR partners gain from across various companies. Internal staff can focus on managing the business more proactively when effective HR service providers are in place.

HR Departments and business leaders are continually tasked with finding new HR partners to satisfy a wide range of needs. These needs can include finding new staff, managing and upskilling the workforce, keeping employees safe at work, paying and administering employees, relocating employees, surveying levels of employee engagement, providing confidential counselling, medical testing, workplace legal advice and defence, working visa assistance just to list a few.

Large companies can have a fairly prescriptive procurement process which is similar across all departments. This includes analysing requirements, preparing formal documentation for potential supplier responses, ability to negotiate and finalise contracts, and performance management. The process can at times feel slow and cumbersome and upfront can lack specific knowledge of the HR marketplace even when HR and Purchasing departments collaborate closely together.

Smaller companies can tend to focus more towards jumping in and searching for potential suppliers and then talking with them about their requirements and possible solutions. HR market knowledge is often gained from the suppliers themselves who are pitching for their business. The effects of performance are often felt quickly within the business.

Knowledge of proper HR service benchmarks, performance expectations and pricing comparisons may be limited depending on the level of expertise held within the organisation. HR professionals are busy focusing internally on employees and often lack the time needed to keep abreast of the fast moving HR marketplace. Purchasing professionals are often tasked with a wide range of purchasing activities mainly focussed on core operational business needs and very few seem to have specific HR market knowledge and expertise.

Linq HR specialises in assisting HR professionals and business leaders plan, source, engage, and monitor new HR service providers. They do this by being continually active across the HR marketplace and independently assessing HR suppliers. This can shorten considerably the time spent by HR departments and business leaders in finding and effectively engaging new HR suppliers.

So 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.

Identifying Workplace Training Needs

Wed, 17 Feb 2021 13:14:16 +1100

Organisations need to continually train its employees.

It does this to teach new skills, develop leaders, and remain competitive.

Training can be described as on the job, near the job, or offsite.

As a guide this meaning most training (approx 70%) is done whilst people are working everyday.

20% through development challenges and collaboration with others, and 10% by attending program away from the regular workplace including online training.

The best value from developmental and offsite training is captured if the employee has a chance to use those skills as they return to their workplace, and all employee training must be relevant to the direction of your organisation.

So next time you decide to look for a new training provider to assist with delivering of your training needs then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.

Top Five Reasons to Use a Recruitment Process Outsourcing (RPO) Provider

Tue, 16 Feb 2021 13:40:00 +1100

Finding the right skills for the company is a continuous and challenging task in today’s competitive business environment.

Using a Recruitment Process Outsourcing (RPO) provider enables the company to streamline talent acquisition while the company and Human Resources focuses on its core business.

An RPO provider can take responsibility over all or selected recruiting processes and systems, methodologies and reporting. They can often be found located and operating on company premises with the main focus on external hiring.

Here, we provide 5 main benefits of using an RPO provider for recruitment.

Reduction in Recruitment Costs

Besides the normal costs of recruitment there can be considerable costs associated with the time to fill vacant positions. The latest talent acquisition benchmarking report of Society for Human Resource Management (SHRM, 2017) indicated that average time to fill a vacancy is 36 days, which results in loss of productivity and efficiency during this time.

An RPO provider can address this challenge by streamlining the recruitment process using their expertise combined with detailed analysis of job specifications, job descriptions and competencies according to the requirements of the company (Bhakhar and Poonam, 2020).

An RPO provider properly engaged can decrease overall recruitment costs as their ultimate goal and focus on the time to hire, cost to hire, the quality of the candidates plus continually streamlining recruitment processes.

Scalability and Targets

An RPO can enable companies to upscale or downscale talent acquisition as well as collect and utilise data analytics leading to time and resource savings.

Companies with rapid growth rates can experience difficulty in forecasting their hiring needs and the agility of an RPO could ultimately deliver quality candidates and greater cost-effectiveness. These combined with the appropriate delivery targets in place for an RPO can help with measuring improvements and cost savings in recruitment delivery.

A Consistent and Foreseeable Talent Acquisition Process

Candidates can be disappointed when they are not aware of where they stand in the recruitment process. This can be the result of internal confusion or simply a lack of communication with candidates. According to Glassdoor recruitment statistics (2020), 58% of candidates expect clear communication and 53% require clear expectations from the company. An effective RPO ensures to handle the complexities of the recruitment processes and maintain enough consistency and transparency to satisfy both the employer with reporting and candidates with hiring progress.

Increased Quality of Hiring and a Broader Talent Pool

Recruiting and retaining new employees in the long run requires finding the best fit between job candidates, company culture and the jobs they ultimately perform.

RPO’s often have a wide range of resources and broader talent pool of qualified and experienced candidates to seek and recruit the right fit for the company ensuring the efficiency and accuracy of the procedure (Greenburg, 2020).

An RPO can use various approaches including psychometric tests to assist in determining the candidates’ cultural fit for the company. Combined with their dedicated focus on the recruitment process including advertising, they can develop a wide pool of candidates and accurately narrow down a quality shortlist of candidates. The more approaches a company requires however will result in higher recruitment costs for the services to be conducted.

Enhanced Employment Brand

In the current business context, candidates are not only concerned about joining quality companies with higher salaries and benefits but also evaluate the flexibility, consistency of talent acquisition processes and the ratings earned in social media platforms.

RPO’s often utilise analytics, and social media (47% of company usage – SHRM, 2019) to enhance the brand image and reputation of the company which benefits to attract the potential candidates and to improve the credibility.

Ultimately, an RPO can benefit the company in the long-run by reducing costs, speedy recruitment, enhanced productivity, scalability, consistent hiring processes, and the best candidates possible.

References

Bhakhar, S. K. B. and Poonam (2020) Recruitment Process Outsourcing: A Literature Review. Journal of Advanced Science and Technology, 29(2). Available at: http://sersc.org/journals/index.php/IJAST/article/view/4271 [Accessed 12 October 2020].

Chowhan, S. S. and Tank, S. (2017) Recruitment Process Outsourcing impact on Human resource Planning and Development in Pharmaceutical Sector. IJRDO - Journal of Business Management, 3(3). Available at: https://www.ijrdo.org/index.php/bm/article/view/1284 [Accessed 12 October 2020].

Glassdoor (2019) 50+ HR and Recruiting Stats for 2020. [pdf] Glassdoor. Available at: https://b2b-assets.glassdoor.com/50-recruiting-stats-2020.pdf [Accessed 12 October 2020].

Greenberg, A (2020) 15 Benefits of Using an RPO for a Small Business. Available at: https://www.contractrecruiter.com/benefits-rpo-small-business/ [Accessed 12 October 2020].

Society for Human Resource Management – SHRM (2019) Recruiting Is Tougher in 2019. Available at: https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/recruiting-is-tougher-2019.aspx [Accessed 12 October 2020].

Society for Human Resource Management – SHRM (2017) SHRM Customised Talent Acquisition Benchmarking Report. [pdf] Society for Human Resource Management. Available at:https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf [Accessed 12 October 2020].