Employers should focus on the needs of their business when hiring and developing staff, but individual workers will invariably influence the "shape" of their role over time, says Hewitt principal and head of HR consulting, Jason White.
Sexual harassment is "incredibly widespread" in the Australian workforce - but the majority of cases are preventable, says Learning Seat general manager Tim Legge.
Creating a new business culture following a merger and acquisition requires "pace over perfection" and a willingness to make some mistakes, says Bupa Australia's director of HR, Penny Lovett.
Onboarding, like comedy, is about bridging the gap between the unknown and the familiar. The sooner the crowd likes, relates and trusts you, the sooner everyone can relax and have a good time...
Employers that face dubious flexible work requests can ask workers for evidence of authenticity, and should flag their "discretionary right" to do so in their policies, says Mills Oakley lawyer Luke Connolly.
Priming particular workers for particular leadership roles is a risky business, but developing a pool of workers with "adaptive leadership capacity" makes strategic sense, says the University of Western Sydney's Beryl Hesketh.
Participation in sporting events and social activities can benefit workers and employers alike, but organisations that aren't prepared to take on the risk of liability should qualify their support, says FCB partner and director, Jessica Fisher.
Managers who coach their team members are more likely to retain them and keep them engaged, according to Life Work Solutions consultant Pamala Crumblin.
Predictive tools can be very powerful and useful in talent management, but caution should be exercised in the form of not applying the same conclusions across all types of roles, candidate/manager behavioral profiles and work situations...
