What does good HR look like?

Whether your organisation has an in-house HR team or you’ve engaged an external HR consultant you need to be getting a lot more value than employment contracts and legislative policies.

Your HR function needs to be business driven and have a strategic approach that aligns the people and culture initiatives to the organisations’ strategic priorities and its values.

To be an effective function within the business your HR team (internal or external) needs to be able to competently perform the critical elements of the people function, but more than that, the executive or leadership team needs to allow them to do their job.

Presumably they have been engaged because management has recognised the need for HR support, as with any professional or expert within their individual field they are there to provide expert guidance and solutions for the business. Their professional knowledge, analysis and reports should be utilised to make evidence based business decisions.

If an Engineer were to advise on a particular course of action to avoid catastrophic failure management wouldn’t disregard their recommendations. High turnover, poor leadership, poor culture, lack of strategic direction, undervalued employees, poor reputation, inability to attract & retain employees are all a sign of catastrophic failure on HRs behalf.

Sometimes these outcomes are a result of the leadership teams failure to act on the recommendations of HR, too heavy of a focus towards business outcomes and a lack of balance with the people aspect of running a successful organisation. It’s the role of an experienced HR practitioner to present an effective business case to influence and educate management, to make a convincing argument as to why an investment in your strategy will result in a greater opportunity to meet the organisational goals.

The Australian HR Institute has developed a Model of Excellence; the competencies to which HR specialists should be measured against. The model reflects the “business and people” approach that is widely regarded as best practice and aims to:

  • contribute to a profitable and sustainable workforce
  • increase workforce competency and engagement
  • develop excellence in people management
  • create a dynamic and productive work environment

The Model of Excellence

Business Driven – HR adds value to the organisation through understanding the organisational context and objectives. They fully understand your business operations and the priorities of the business; drive a competitive advantage for the organisation through HR initiatives & projects; are proactive in managing the impacts of of economic, political and legislative influences

Strategic Architect – HR develops goals and plans which contribute to the strategic management of the organisation. They develop and implement HR strategies that add value, are valued by the organisation and ensure organisation strategies are achieved; apply analysis to the organisational outcomes and how they might be achieved from a people perspective; take action to ensure HR activities improve the organisations performance and design and deliver solutions to workforce issues, challenges and opportunities

Ethical & Credible Activist – Influences through the provision of valued insights. They have a track record of achieving positive people outcomes; exercise sound judgement and courage when influencing decision making; display a high level of personal values and leadership, they embody ethical behaviour and accountability.

Stakeholder Mentor & Coach – Builds quality relationships and partnerships with key stakeholders to ensure organisational capability. Engages with industry and internal & external stakeholders to develop effective HR solutions; coaches managers to develop their competence and confidence to perform their people management responsibilities effectively; engages in solutions focussed conversations

Expert Practitioner – Builds, maintains and applies expert HR knowledge to deliver HR benefits to the organisation. Continually develops knowledge; challenges the status quo and develops insights on how decisions affect organisational design, culture and performance; understands metrics and makes informed business decisions after analysis

Culture and Change Leader – Foster a sustainable organisational culture in response to the internal & external environment. Has an understanding on the creation of a positive workplace culture; designs HR solutions to foster an optimal organisational culture; translates culture & values into workforce and workplace practices; champions a values based culture

Workforce and Workplace Designer – Designs a workplace that sustains a capable workforce. Aligns the workforce profile with the needs of the organisation; designs a productive, sustainable and engaging workplace that integrates work and life; constructs and designs jobs which match the needs of the organisation and employee capabilities; establish frameworks and systems that ensure a productive and engaged workforce; builds frameworks that enable the development of workforce capacity and capability to meet the future needs of the organisation

Where does your HR team sit within the HR Competency Model? Do they require additional support to provide a HR service that is consistent with the organisational strategic direction and best practice?

If you have engaged an external HR consultant are they meeting this need for you? Are you getting 100% bang for your buck or are you literally getting employment contracts and a booklet of legislative policies?

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is the 3rd in a series of how quality HR solutions can add value to your business. Catch up here & here

HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Can’t find it? Then create it

There’s nothing quite like seeing your business or department thrive because of the hard work & skill of employees that you have nurtured and developed.

There’s nothing quite like a leader who recognises if you want dedicated, engaged, on brand specialist or senior employees you need to start that process in house.

About a decade ago I worked on a new mine start-up for an up and coming miner. It was at the tail end of the GFC, mines had closed, contractors were hit hard and Kalgoorlie was definitely in a downturn of sorts.

Wider, iron ore was still paying good money and some of the more savvy operations were picking up Grads whether they needed them or not because they knew in less than 12 months, when nit all turned around, they would.

Evidently as a HR department we found ourselves in an interesting position, senior level engineers and geologists we easy to source, junior level not so much. Locally based operators and maintenance positions were easy to fill initially but as the operations grew it was a hard task.

Plans were quickly put into place early in the piece to train and develop our own operators, apprentices were signed up, as were WASM vacation students and new supervisors were put through leadership training.

In the recent 10 year celebration photos the company posted to Instagram I counted a handful of senior management that were those vacation students, graduates and green supervisors.

If you’re complaining about the skills shortage or lack of quality employees my question to you is;

“How many apprentices have you taken on in the past decade?”

“Can’t find skilled operators? What internal training pipelines do you have in place?”

“How are you engaging with WASM, CRTafe and the local high schools to create some brand awareness around you and the career paths you can offer”

In short, you don’t get to complain about the problem if you aren’t actively involved in the solution.

In 2019 I wrote this post about why apprentices and trainees should be a part of your workforce planning.

Let’s just hit the pause button on the skills shortage element of this conversation and focus on why it’s just good business practice to develop your own talent.

Businesses and leaders who see development of their employees as a priority routinely see more engaged, innovative employees with a solid connection to the company.

If your first thought when I talk about investing in employee development is “What so I can invest all that time time and energy for them to just take all that knowledge elsewhere” then you need to reconsider your assumptions.

If an employee is fulfilled by their work they are less likely to leave. According to the 2018 Linkedin Workforce Learning Report a (not so surprising) 93% of employees stated they would stay at a company longer if it invested in their career.

That being said the “job for life” concept belongs in another time, so it’s inevitable that at some point in their career they will bid you farewell. So I guess what I’m saying is if you put effort into developing your employees at least you will get value, loyalty and connectedness from them during their tenure over those employees who are afforded very little training and concentrated career development.

So how can this look in the average business? Varied and diverse based on the business and industry but here are some common elements.

A structured onboarding program into the business that steps out the general “this is us, this is who were are and how we operate” introduction through to on the job training. From where documents are saved, to the document management and naming conventions for files, to branding and language to the business right through to the nitty gritty of learning what’s required to absolutely succeed at a role.

Allowing autonomy and ownership over their role and projects. Don’t micromanage, pull them up if you can see a disaster looming but quite often there more than one way to achieve the end goal and their perception of problem / solution might just create some innovation and efficiency for the company.

Create a safe space for learning and development. Start giving your team exposure to the inner machinations of the business by bringing them along to operational meetings or have them involved in creating the strategy for your department. I have had some amazing Managers and CEO’s that really taught me the “back end” of the business that ultimately allowed me the confidence to move into management positions and then to specialise in people and culture strategies. There was no withholding of knowledge and information to protect their role. They took me along for the ride and I’m the first to acknowledge I would not be here today without them. If past and present employees were asked to comment on your input in their careers what do you think they will say?

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is part in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

Read the previous post here.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Oh. My. God!

I don’t know about you but my head has just been in a spin the past 2 weeks; helping my clients make necessary changes to their business operations while simultaneously wondering if I will even have a business in 6 months.

Watching webinars to see what other businesses were implementing so I could *hopefully* keep my clients just that one step ahead. Trying to preempt what might happen next while assisting with contingency planning based on what we know now.

It’s been a ride that’s for sure. Pivot is everyones new favourite word but every time I hear it I’m like

Last week I shared some clips to Facebook & Instagram with the aim to disseminate the most pertinent information, I want to make use of this post to be able to expand on that.

Unless your employees have just awoken from a coma they know something pretty unprecedented is happening in Australia right now. Early survey data is showing overwhelmingly Australians are feeling anxiety and fear. These feelings can make employees feel unmotivated, detached and less obligated to their employers. If management isn’t communicating with employees then you can expect these feelings on steroids.

Don’t hold your cards close to your chest, communication needs to be clear and such that it provides clarity and instils confidence. Be specific, what’s in scope and what’s not, if your strategy is to buy time and preserve cash then communicate that. You need to be open with your employees so you can gain their buy in if you need to need to look at changing rosters and pay reductions. Don’t make assumptions as to what your employees will or won’t do, or that they’ll only look out for themselves.

But, you need to be a role model. And that can mean taking the hardest hit yourself. All trust and respect will be lost if you start making cuts but continue to pay bonus’ to management or treat yourself.

From a people perspective where to from here?

Well it depends on your financial situation; if you fall under the WA or Federal Industrial Relations system; your employment contracts and your relevant Award ** side note Fair Work and the Unions have rushed a few changes through to amend Awards in light of the current crisis. It always pays to check the Award for any amendments before making decisions **

If you can make it through the next 6 months relatively intact after some adjustments you should be looking at purchased leave agreement; amendments to work hours; pay reviews and voluntary leave without pay. These strategies are designed to minimise immediate expenditure with little disruption to your operations and workforce.

If the next 6 months is a bit so / so now is the time to be looking at annual and long service leave liability and if you should be looking at clearing some of that now, rather than at a possible closedown; standing down non essential positions and as a last resort redundancies. The strategy here is to tighten up financially while keeping your workforce “on hold” so you can revert to normal operations as quickly as possible once the lockdowns are over and the economy starts to recover. The Job Keeper payment is payable for employees stood down as a result of COVID-19.

And if you’ve consulted with your accountant and it is likely your business won’t survive this period? Your options are going to depend on your business size because redundancies are treated differently for businesses with less than 15 employees.

What I can tell you with certainty is no matter your size, turnover or industry you should be focussing your attention to the following functions:

Paying for experts; if it’s not your area expertise now is not the time to wing it. At all.

Show strong, ethical leadership; your employees are looking to you for guidance right now, back yourself and lead by example

Plan; look at your cashflow and get business continuity plans in place. Look at your workforce planning. Plan that sh*t out to within an inch of its life

Nail down those processes; If the past 2 weeks has shown you that you need to get some structure to your operations now is the time to do it. From a HR perspective this isn’t just about actually having documents to minimise risk and strategies to add value to your operations, it’s about perception. A business with well presented and accessible information for their employees (and potential employees) looks 100 times more professional than one that has very little in place. And if you think that’s neither here nor there then how about this – employment law is complex and ignorance of your obligations isn’t going to save you from being slapped with a Fair Work penalty.

Pivot! Diversify, Innovate; Has the virus disrupted the way you normally conduct your business operations? Find a work around, get online, change your product. At least you can say you gave it a red hot crack.

Create loyalty; focus on your existing customers and cliental, create a sense of “stickiness” to keep them engaged with your business. Get out there and talk to them, see where they are at, ask how you can modify your operations to service their needs more effectively

Communicate, communicate, communicate; You might be doing something really great behind the scenes, but behind the scenes is just that – hidden from view. If you want people to know what you are up to you need to tell them. Pump those good news stories out. With social distancing and lockdowns people have only social media to keep in touch and this is where your voice needs to be. Still create content but save the hard sells for another time. Right now people just want support, a laugh and to know they aren’t alone.

and finally…………

Be a good corporate citizen; Please? Is it really that hard? Trust your employees to work from home, employ strategies to help with minimising the spread of infection, think about your employees financial and emotional wellbeing; not just profit, got something that would benefit someone worse off? How can you allow them to access it. I wrote this post a couple of months back, I honestly believe attitudes are changing and people are less willing to allow unconscionable behaviour slip on by. Don’t be on the wrong side of history (mic drop 🎤 rant over)

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

I’m here when you’re ready

Now’s the time to start communicating with your employees about the impact of the current crisis on your operations.

Right now we are all feeling a sense of anxiety & fear

During these times, in the absence of a leader who is clear, authentic and transparent in their communication, employees will begin to feel detached and less obligated to the organisation.

Communication (well the right type of communication) can assist with allaying the fears of your employees. People are looking for clarity and confidence in their leaders, now is not the time to hold your cards close to your chest – everyone knows what’s happening out there, they know there is going to be pain, you don’t need to pretend everything is fine.

But you do need to be clear on the reality and what your strategy is.

And it’s time to pay for good advice, let the specialists take care of your people and financial matters. You need to be out there talking to your clients, understanding where they are at, looking at strategies to pivot your business operations, making the necessary changes to your core business.

What can your employees expect if your industry goes into lockdown?

Will you be looking at stand downs over redundancies?

As the lockdowns and job losses impact the economy what is your strategy to minimise the pain?

You have a requirement to communicate any major workplace changes to your employees – we are here, the time is now. 

They need time to plan & prepare – emotionally and financially.

This is all about having a workforce there ready to go back to work when this is all over.     To buy time to weather the storm

I’m here to support you through this when you are ready 

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Welcome to The People & Culture Office – Quality HR solutions for organisations Australia wide

No Lock-in Contracts, No Ongoing Fees, No Hard Sells

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

People capability frameworks

You’ve developed your mission, you’ve workshopped your values, but how do get from here to a workforce who’s values, behaviours and capabilities fit with your vision of your business and its operational requirements?

A people capability framework that integrates with your job descriptions is a transparent approach to underpin people management strategies and enhance workplace culture.

I’ve used this approach with businesses with just 2 employees through to 100 employees, while the Key Duties component of your job description details the nuts and bolts of the job, the Key Behavioural and Capability component defines the person profile.

How many times have you worked within a team where an employee is perfect on paper but interacting with colleagues and clients has seen them be disruptive to the team culture, productivity, created conflict and upset clients.

Commonly this is created by too heavy a focus on skills and not enough on behaviours & values.

“Behavioural & values based recruitment is the understanding that past behaviours predict future behaviours”

A HR strategy that has at its core a people capability framework is able to develop initiatives and strategies that describe the expected behaviours and capabilities of all employees. The framework is relatively new thinking geared towards building a strong workforce who is able to attract, retain and engage a skilled, capable and motivated workforce. It serves to meet future needs, aligning employee performance with organisational strategy, identifying workforce development priorities and more.

When integrated with job descriptions each capability group is accompanied by a set of statements illustrating the type of behaviour expected at each level. Each statement is aligned to the values of the business, by combining both the Key Duties and Key Behavioural & Capability Indicators it provides greater opportunity to manage performance and behaviours towards achieving the strategic goals.

You can download a handy guide on how to apply the Capability Framework here

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is the first in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

A bit of this, a bit of that part deux

This is one of those posts when you have a lot to say but not enough on each topic to justify a whole post on its own 😂

Just bits and pieces that you need to know about, so here we go.

General Protections at Work & Adverse Actions

Are your management actions lawful?

General Protections is a section under the Fair Work Act to protect employees from unfair treatment for exercising a workplace right such as enquires about their pay, working conditions or engaging in industrial action.

Adverse Action is the conduct undertaken by the employer to contravene a general protection. Adverse Action can include treating an employee unfairly, assigning duties to disadvantage an employee, passing the employee over for a promotion or termination of employment 

The Fair Work Commission can impose penalties of up to $12,600 for an individual and up to $63,000 for an organisation plus compensation to the employee 

Flat Rates of Pay

Offering flat rates of pay are commonplace in the Goldfields, however, what a lot of employers don’t realise is that in order for a flat rate of pay to offset Award terms and conditions such as overtime, the contract of employment must contain an offset clause. Without such clause (or a contract of employment) that pay rate is subject to the full Award T&C’s in their entirety ie: penalty rates, leave loading etc

An additional point – when adding offset clauses to your contracts of employment, you don’t get to pick and choose which parts of the Award you wish to keep and what parts you wish to offset, so if you are offsetting overtime you offset every reference to overtime in the Award. Ordinary Hours become the normal hours of work, even when in excess of 38 hours per week, and as a result leave accruals and superannuation will be impacted.

Inherent Requirements

What is it? It’s the essential criteria to fulfil the skills, qualifications and physical capacity of the job. It is the legal standard an employer must satisfy in relation to decisions surrounding recruitment and ongoing employment.

Scenario – It’s a requirement of the position that an employee be deemed medically fit for employment / entry to a clients site. The employer doesn’t supply a job description stating the requirement to meet the medical criteria. Rejection or termination of employment based on failure to meet the minimum medical requirements becomes legally fraught and the employer is exposed to discrimination claims as a result

Scenario- An employee is required to hold a valid C class MDL, the employee loses his license for an extended period which causes difficulty for the employer to assign work tasks that ensure the employee is productive. The employer terminates the employee but without the protection of detailed job requirements and policies the employer is left exposed to an unfair dismissal claim

The takeaway – Job Descriptions are more than a list of duties, they play a significant role in establishing the legal & essential criteria of the employment relationship.

Payment for training, inductions and other tasks outside of work hours

Long story short; if you want an employee to do something they must be paid for it.

This also includes attendance at team meeting or arriving early / staying late to open and close.

The test is, if it’s compulsory then the employee is paid for their time, some business owners will elect to allow the employee accrue time in lieu (TIL) in place of payment. In these instances the employee must receive TIL equal to what they would have been paid – the employee can’t be worse off.

An example is if your employees work a standard day then are required to be on hand at an after hours event. As they had already worked their standard work day any additional hours, if paid, would incur penalty rates. Therefore the TIL is accrued on the same basis ie time and a half, double time etc.

There are slight variances between Awards so it’s always best to seek advice on how extra curricular hours can impact your business

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Here’s the thing

When I launched this business I went in search of like minded business people. I needed to find my support network, my bit of community over competition.

I also went in search of other businesses as clients. I tried all the regular stuff, I sent emails, I pounded the pavement, I went to networking events………..

OMG – how awkward & intimidating is networking when you know nobody in the room.

It’s also a concept that’s a bit stale, there’s nothing innovative about it, nothing about it has changed in decades and as a newcomer to the business community I’m not even sure, in fact I know, it wasn’t working for me to build my client base & business.

As someone who has based their whole business model on offering up a different experience to my competitors I was seeking an alternative.

Something a bit cool, a bit fun…….. something a bit different.

And then something amazing happened, I found my community.

A collective of business owners with similar values who were also looking for that………something

So we created it

Business speed dating is a concept that’s been around in the US for a few years but is a reletively newish concept in Australia and definately something fresh & new for Kalgoorlie.

We want to introduce ourselves & our services to Kalgoorlie based businesses, and we want to help you make those same connections in a fun, less awkward setting.

Everything you need to know is HERE, tickets are only $10 and include refresheshments

So the only other thing is….. will we see you there?

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.