Linq HR - Blogs (Information) #workplace

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.

The High Costs of Neglecting a Proper Induction Program for New Employees

Fri, 14 Jun 2024 11:41:44 +1000

A well structured induction program is critical for integrating new employees into a company. However, many businesses underestimate the costs associated with not having an effective induction process. The ramifications can be far reaching, affecting various aspects of the organisation.

Increased Turnover Rates

One of the most significant costs of neglecting a proper induction program is higher employee turnover. New hires who do not receive adequate orientation are more likely to feel disconnected and undervalued, leading to early resignations. According to the Society for Human Resource Management (SHRM), the average cost of replacing an employee can range from six to nine months of the employee's salary. This includes expenses related to recruiting, hiring, and training new staff . The Australian Human Resources Institute (AHRI) highlights similar concerns, emphasising that effective onboarding is crucial for retaining talent in the competitive Australian job market.

Decreased Productivity

Without a proper induction, new employees may take longer to reach full productivity. An effective induction program equips new hires with the necessary knowledge and tools to perform their roles efficiently. The lack of such a program can result in confusion, mistakes, and delays, ultimately impacting the overall productivity of the team. Research from the Aberdeen Group highlights that organisations with a formal onboarding process experience 54% greater new hire productivity . In Australia, companies that invest in comprehensive onboarding programs have seen substantial improvements in new hire productivity.

Poor Employee Engagement

Employee engagement is crucial for maintaining a motivated and committed workforce. A comprehensive induction program helps new employees understand the company's culture, values, and expectations, fostering a sense of belonging and purpose. Without this foundation, employees may feel isolated and disengaged. Gallup reports that disengaged employees are 37% more likely to be absent and have 18% lower productivity, affecting the company's bottom line . The Australian Government's Fair Work Ombudsman also underscores the importance of employee engagement in reducing absenteeism and improving workplace morale.

Increased Training Costs

Improper induction can lead to increased training costs in the long run. Without a clear understanding of their roles and responsibilities, new employees may require additional training and supervision. This not only strains existing resources but also diverts attention from other critical tasks.

Impact on Company Reputation

A company's reputation can also suffer from a lack of a proper induction program. Word-of-mouth and online reviews from disgruntled former employees can deter potential talent from joining the organisation. In today’s competitive job market, maintaining a positive employer brand is essential for attracting and retaining top talent. In Australia, employer branding is increasingly recognised as a key factor in recruitment strategies.

In conclusion, the costs of not having a proper induction program for new employees are substantial and multifaceted. Investing in a comprehensive induction process is not just beneficial but essential for the long term success and sustainability of any organisation.

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

References:

1. Society for Human Resource Management (SHRM). "Employee Turnover." Retrieved from [SHRM](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/keepingthelidon.aspx)

2. Australian Human Resources Institute (AHRI). "Effective Onboarding: The Key to Retention." Retrieved from [AHRI](https://www.ahri.com.au/resources/ahriassist/recruitment-and-termination/onboarding/)

3. Aberdeen Group. "Onboarding Benchmark Report: Technology Drivers Help Improve the New Hire Experience." Retrieved from [Aberdeen Group](https://www.aberdeen.com/research/6074/6074-RR-onboarding-benchmark-report.aspx)

4. Australian Institute of Management (AIM). "The Importance of Employee Onboarding." Retrieved from [AIM](https://www.aim.com.au/blog/importance-employee-onboarding).

5. Gallup. "State of the American Workplace." Retrieved from [Gallup](https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx)

6. Fair Work Ombudsman. "Managing Underperformance." Retrieved from [Fair Work Ombudsman](https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/managing-underperformance)

7. HRM Online. "Employer Branding: Attracting the Best Talent." Retrieved from [HRM Online](https://www.hrmonline.com.au/section/featured/employer-branding-attracting-best-talent/)

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

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

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

Embrace Flexible Work Models

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

Invest in Digital Transformation

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

Prioritise Employee Well-being

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

Strengthen Supply Chain Resilience

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

Foster a Culture of Adaptability

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

Enhance Communication Strategies

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

Invest in Employee Skill Development

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

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

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

Unravelling the Challenges: Why Expats Return Home Early from Overseas Assignments

Wed, 14 Feb 2024 09:52:42 +1100

HR Leader in their article Why Expats Return Home Early from Overseas Assignments point out some very relevant points for those considering an overseas assignment should consider. Having experienced numerous overseas assignments across the globe these points all resonate. Here is a summary of those points outlined by HR Leader:

In the fast-paced global business landscape, the allure of international assignments can be captivating for professionals seeking career growth. However, a significant number of expatriates find themselves returning home earlier than expected, prompting an exploration into the underlying reasons behind these failed assignments.

Understanding the Dynamics: International assignments often promise exciting opportunities for personal and professional development. However, a multitude of factors can contribute to their premature termination. The story sheds light on the various challenges faced by expats, unravelling the complexities that lead to their early return.

Cultural Misalignment: One prominent factor identified in the article is the struggle with cultural differences. Expatriates may encounter difficulties in adapting to a new cultural milieu, impacting their ability to integrate into both professional and social spheres. This misalignment can result in a sense of isolation, ultimately influencing the decision to cut short the assignment.

Professional Support and Integration: The level of professional support provided to expats plays a crucial role in their success overseas. Organisations that invest in comprehensive onboarding programs, language training, and cultural orientation are more likely to witness successful international assignments. The article emphasises the importance of proactive measures by employers to facilitate a smoother transition for their employees.

Family Considerations: Family dynamics are a pivotal factor in an expat's decision-making process. The story explores how family-related challenges, such as spousal dissatisfaction, children's adjustment issues, and overall family well-being, contribute to the premature termination of assignments. Employers are encouraged to address family concerns as part of their support structure.

Strategies for Success: While challenges are inevitable, the article concludes with insights on strategies that organisations can adopt to enhance the success of international assignments. This includes continuous communication, mentorship programs, and fostering a supportive work environment.

In summary, the story delves into the complex web of factors contributing to the early return of expatriates from overseas assignments. By understanding these challenges, employers can proactively implement measures to create an environment conducive to the success of international assignments, and potential assignees can anticipate the challenges which could be faced during an assignment.

Read the full article here and share with your HR/People department and anyone you know who may be considering an overseas assignment https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early

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

How do Human Resources Teams differ across Industries?

Mon, 26 Jun 2023 09:05:00 +1000

The Human Resources profession (or People & Culture or People Capability Profession et al. as the name transforms) is present supporting industries globally.

Its focus and skill sets vary depending on a number of factors such as;

the type of business being supported, private vs public sector as an example
the challenges at hand, such as place in the business cycle, changing customer requirements, and economic conditions
the type of leadership already present and their ambition, such as a leadership team trying to gain higher market share or one about to reshape their business and direction
employee mix, such as mining operations versus a bank or other service focussed company which have vastly different employee types, skills and professional levels. There are also other elements such as the diversity and inclusiveness of a workforce.
geographic scope, such as Asia Pacific
the value the leadership sees in its HR function, some like to partner closely with the HR function and others prefer predominately transactional support
level of influence from external parties such as government regulations, operations within small remote communities, or union activity
the level of employee engagement and company culture
the skill and strategic ability of the HR leader and their connection with the business
the skill and strategic ability of the HR team

Companies within certain Industries can seem to have similar cultures and directions, when compared against companies in other industries. This can drive the emphasis required from HR teams to be successful. For example, when Technology or Telecommunication companies are well funded and growing then talent acquisition, on-boarding, compensation, employee relocation, employee engagement and retention can be high on the HR agenda.

For mining and manufacturing companies, active unions can result in the HR team growing a strong Employee Relations focus and strong HR business partners across various divisions. Major projects can require dedicated HR business partner support.

In Supply Chain and Logistics, HR teams are often active on talent acquisition, flexible work practices due to changing customer demands, strong onboarding and performance management, regular training and engagement activities.

In Pharmaceutical, the need for highly educated scientific, medical and engineering skills can result in a strong talent acquisition team, and highly skilled specialist HR support who can be responsible for varying different internal functions with very different needs such as research, manufacturing, legal and sales.

In Government or government regulated industries such as Childcare, where procedural processes can be very important then HR teams would likely need at their core to be high on attention to process delivery to be successful.

Fortunately meeting these various demands on the function HR has a myriad of people joining from many backgrounds. Some of these backgrounds include law, business administration, psychology, economics, sociology, engineering, science, teaching, and those who may have found HR almost accidentally through avenues such as agency recruiting and bookkeeping.

HR teams formed with both the company and industry in mind are the most successful in providing the right balance of focus and HR support.

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

How to Survive and Accelerate out of a Tight Labour Market in Australia

Tue, 31 Jan 2023 22:14:48 +1100

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.

What is an Employer of Record and their Benefits?

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

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

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

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

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

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

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

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

Call us at 1300234566 for more information.

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.

Trust Within the HR Function

Mon, 15 Aug 2022 10:34:08 +1000

A lot has been written about the role of the Human Resources function in developing trust within the workplace.

Increasingly questions are being asked about whether employees trust their HR function, which then seems to question the role of HR within an organisation. Then we see responses on ways HR can build trust with employees as a solution.

But what about the development of trust within the Human Resources function? Is this where it starts?

HR teams serve multiple stakeholders. Management, Employees, External Parties such as unions and governmental compliance bodies. At the same time hold an overarching responsibility to ensure that the organisation reaches its full potential. Sometimes stakeholders objectives, such as management and employees, can be in conflict and HR is required to navigate through those situations and find positive outcomes.

High levels of trust within a HR team can result in more reliable, supportive and timely communication amongst the team. Constructive discussions can occur more openly potentially leading to better responses to situations which eventually leads to better advice to stakeholders. Mixed messages or unintended contradictions are minimised.

Even at the most basic level where trust of a HR department can be quickly lost when there are continuous payroll or administrative errors, these errors can be minimised as administrators have the right information available at the right time. Employees can start to trust they will at least be paid correctly.

So the HR function can benefit by building higher levels of trust within their own function then using this as a basis to start building trust across the organisation. It starts with proper screening and selection of the right HR staff, together with supportive HR leadership.

Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300 234 566.