Category Archives: Human Resource Management

With every 1% increase in unemployment there is an alarming rise in “unhappiness”

By | Human Resource Management, Workforce Development | No Comments

In a recent media release published by the South Australian Health and Medical Research Institute, alarming statistics which emerged from the Australian Bureau of Statistics has sparked action by State Government to focus on incorporating wellbeing strategies into workforce development planning.

“In order to be able to meet the challenges that face our State, we need to build resilience within our schools, organisations and communities.  We want South Australia (SA) to become the State of Wellbeing, ” Mr Weatherill said.

With a recent delegation visiting from Bhutan there was an opportunity to exchange ideas on Gross National Happiness with South Australian Parliamentary Secretary to The Premier, Katrine Hildyard, MP and Janet O’Hehir from SAHMRI.

Mr Raymond Spencer, Chair of SAHMRI and the Economic Development Board, said evidence shows that an increase in unemployment of 1 per cent can lead to an increase in suicide of 0.7 per cent. Read More

Gross National Happiness strategy to boost economic output plus workforce productivity in Bhutan & Australia

By | Economic Development, Human Resource Management, Workforce Development | One Comment

A delegation of 12 Bhutanese professionals visited Australia this month to learn more about workforce planning and strategy implementation, and to teach South Australians about their approach to economic stimulation through the lived experience of implementing a Gross National Happiness Index.

This blog will outline the nine core domains Bhutan uses as areas of development for achieving Gross National Happiness (GNH), and the comparison + benefits for South Australia. Read More

Strategies for retaining & improving job satisfaction for fly-in fly-out workers

By | Employment, Human Resource Management, Workforce Development | No Comments

The nature of the fly-in fly-out labour market has been somewhat tumultuous over the last couple of years.

With a spike in health-related deaths over the last two years, and a number of reported cases of suicide within the FIFO community, it sparked a senate inquiry, carried out in February 2013, calling for action to be taken in regards to looking after the welfare of workers in the mining and resources sector.

Workforce practices have been under scrutiny at both a senate and community level.  Families of FIFO workers are calling for better work practices, more flexibility in shift work, and improved regulation of occupational health and safety within the industry.

Read More

Be the Best Boss – a better person… a better leader

By | Human Resource Management, Workforce Development, Workforce Planning | No Comments

“Help yourself to become a better person and a better leader – give people a good chance to make the most of their career and move together as a team”, Matt (participant)

In Dalby last week the Be the Best Boss – Has your Workforce got your Back? workshop saw 20 people from across the agriculture sector including barley, beef, cotton, wheat, horse breeding, irrigation, pig farming and processing as well as a not for profit organisation and a sign writing business participating.

Feedback on the workshop highlighted that participants enjoyed,

  • communication and motivation
  • conflict resolution
  • content and good sized group
  • different opinions and discussion topics
  • group learning and reflecting exercises
  • ideas on managing staff performance
  • industrial relations
  • interview processes and techniques
  • job descriptions and reviews
  • presentation of the content
  • sharing best practice
  • strategies to change the approach to problems

Read More

‘Be the Best Boss’ Workshops Offer Businesses a Competitive Edge

By | Human Resource Management, Workforce Development, Workforce Planning | No Comments

Press Release Monday, June 23rd, 2014 – Workforce BluePrint

With competition for skilled employees intense between industries and businesses in the Western Downs and Surat Basin, a series of upcoming workshops promise to give participating businesses the competitive edge.

The “Be the Best Boss’ two-day workshop series is being facilitated by leading workforce planners and developers, Workforce BluePrint and will be held in the Western Downs centres of Dalby, Chinchilla, Tara and Wandoan in August.

The workshops are part of the AgriFood National Regional Initiatives, which is working with employers, government and educators to invest in strategies that will boost the skills of the regional workforce and improve the profitability of businesses within the region. Read More

NEW for 2012 Workforce Planning and Development Conference Talks (C) and Workshop (W) Topics

By | Human Resource Management, Strategic Planning, Workforce Development, Workforce Planning, Workforce Projects | No Comments

Looking for relevant and practical professional development and engaging conference presenters?  Any of these NEW topics interest you?

  • A Broader View of Client Workforce Development
  • An Introduction to Innovative Workforce Management
  • Building Competency Frameworks to Measure Workforce Capability
  • Developing a Workforce Plan in 5 Easy Steps
  • Engaging Employers, Stakeholders and Small and Medium Sized Enterprises
  • Future Service Provision
  • Give Your Organisation a Health Check  or Give your charity a business check
  • How to Develop a Skills Profile
  • Organisational Development – what every CEO, HR and VET professional must know
  • Regional Workforce Planning
  • Training Needs Analysis
  • Work Life Balance – An Introduction
  • Small and Medium Sized Enterprise (SME) Extreme Make-over
  • Teleworking and Working at Home
  • What’s in your Innovation Toolkit?
  • Workforce Development and Planning in Practice

NB. Check out the info on customisation

Supporting tools and resources including:

  • NBN Enabled Small and Medium Sized Enterprises (SMEs) – Assess Your Capability; and
  • Workforce Planner Self-evaluation

Interested?  YES, then read about the details of the topics, send an email to wendy@workforceplanningtools.com.au with your pick and mix list or specific focus area and we’ll come back to discuss what you want, a brief proposal and possible dates.  Thank you!

PS. join the Workforce Planning Tools LinkedIn Group for links, tips and hints.

Top tips for your first full time job

By | Human Resource Management | No Comments

Where do you look for your first full time job?  It can seem daunting and hard to get started so here are 6 steps.

First of all brainstorm the type of job you’d like, the industry and the type of company you want to work for.  Think about the hours, environment and location you would like to work in.  Have a short plan on what you are going to do to get the result of winning that first job.

Secondly do some research to develop your database of potential employers via the internet (Google, Facebook, industry/professional associations and company websites), local phone book, papers and family/friends networks.

Thirdly understand the best way to approach your database – does the company specify inquiries and applications via the web only, via email, only in response to an advertisement, or do they welcome direct contact via phone or face to face.  Some employers think that by calling in to their business you are showing initiative and they get to meet you but for others it’s probably not appropriate.

The fourth step is to change your introductory letter/email and resume to suit the company – use the same key words that they do on their website or in company documents and try to match your experience to their jobs.  Ask for help from family members, friends and other people you know in business – many people are very well networked and happy to help you out.  Check if you need any licences or minimum training for example to work in the building and construction industry you’ll need a white card and to work in a hotel, you’ll need responsible service of alcohol.

Fifth be aware of the different ways that you could be employed by a company including Australian Apprenticeships and federal or state/territory government initiatives and use this to your advantage by including information in your pitch to potential employers.  Also be aware that potential employers may use the internet to search on your name so check what’s out there about you and think about how things like your Facebook status updates, posts and photos could be seen.

Finally, keep going with your plan as sometimes it can take a little while, change things if they aren’t working for you and above all ask for help with your search.

Paid Parental Leave

By | Human Resource Management, Workforce Planning | No Comments

Australia’s Paid Parental Leave starts on 1 January 2011 with links to relevant websites below:

http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/

Information for employers starts here:

http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/employers–what-will-i-need-to-do.php

Details on eligibility:

http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/working-parents—eligibility.php

Paid Parental Leave Comparison Estimator:

http://www.centrelink.gov.au/internet/internet.nsf/individuals/ppl_working_parents_estimator.htm

Comments in the media:

http://www.theage.com.au/national/paid-parental-leave-the-icing-on-the-cake-for-new-mothers-20110101-19cm3.html

http://www.abc.net.au/7.30/content/2010/s3105655.htm

What do you think?

Recognition

By | Human Resource Management, Workforce Development, Workforce Planning | One Comment

Yesterday I attended a CEDA luncheon with Hugh Mackay on his new book What makes us tick: The ten desires that drive us.

Hugh covered the ten desires including:

The desire to be taken seriously

The desire for ‘my place’

The desire for something to believe in

The desire to connect

The desire to be useful

The desire to belong

The desire for more

The desire for control

The desire for something to happen

The desire for love

Mackay asserts that the desire to be taken seriously is the most important one, “Not seriously as in ‘Oh what a serious person!’ but seriously as in ‘Please recognise and acknowledge me as an individual.’ (p.2)

So how does this apply to workforce management?  Well I’d suggest this desire relates to every aspect of working effectively with people – recognising their achievements, skills, performance, career aspirations, leadership, issues, ideas, work load, work-life balance and the importance of engaging people in decision making, problem solving and change implementation.  A good reminder really of the need to practice recognising people every day.