A law firm with offices in multiple states is using video conferencing technology to make centralised learning and development sessions a far more engaging, collaborative experience.
Retaining key talent is critical for the success of mergers and acquisitions, so employers should involve HR at - if not before - the due diligence stage, says Mercer Asia Pacific M&A business leader, Christine Deveney.
An employee sacked for using foul language during an altercation with his supervisor will receive compensation, after the Fair Work Commission found an HR manager misrepresented a "crucial issue" when documenting the incident.
The HR Leaders Resources Summit is pleased to announce that Kaye Butler, Chevron's General Manager Human Resources for Australasian Strategic Business Unit, will present the opening keynote on the topic of Enhancing Workforce Engagement.
Performance and potential are both important when identifying talent, but employers that assume the two are causally related risk promoting workers who aren't actually ambitious, while those who are go elsewhere, says Psylutions consulting psychologist Nicole Russom.
Uncover the five most challenging 'faces' or 'masks' that managers encounter during difficult performance conversations. Get actionable coaching tips to pass to your managers on navigating employee objections, and seeing high performance results.
When seeking to return an ill or injured employee to work, employers should be prepared to ask for - and provide - a great deal of detailed information, says employment lawyer Helen Donovan.
Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law.
Watch this webcast to understand how to:
manage prolonged absences from work;
identify the 'inherent requirements' of a position;
consider 'reasonable adjustments';
ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
determine what material to provide in an independent medical assessment;
return employees to work on suitable duties; and
evaluate relevant legal risks before a termination of employment.
A people strategy - not to be confused with an HR strategy - can increase the odds and speed of a business achieving its key goals, says HR Daily Community blogger Christina Lattimer.
