HR practitioners and managers who are alert to signals of "silence and violence" can take early preventative steps to stop workplace issues exploding, says Sydney Institute of Management managing director, Brian Taylor. » more »
In this presentation, learn the principles of "crucial conversations", and start to remove barriers to achieving results in all aspects of work. Brian Taylor, of the Sydney Institute of Management, covers:
According to HR Daily Community blogger Ben Thompson, software company Valve's new employee handbook is "the best ever". Read it for yourself to see if you agree. » more »
Leading cultural change demands strong focus, an unwavering determination and a willingness to be held accountable, says Sex Discrimination Commissioner Elizabeth Broderick. » more »
By assigning responsibility for managing ill and injured employees to a specific person, HR departments can help organisations avoid many of the risks arising from this area, says Lander and Rogers partner Neil Napper. » more »
This schedule, prepared by immigration law expert Katie Malyon, sets out 10 key employer obligations under the 457-visa scheme. » more »
Damages awarded to a senior executive who was belatedly accused of misconduct should send a strong message to employers about the need for consistency when terminating staff - especially when the stakes are high, says Harmers Workplace Lawyers chief operating officer Emma Pritchard. » more »
Organisations that broaden their view of rewards and understand the actual value employees place on them can get more bang for their buck in terms of engagement, motivation and retention, says Aon Hewitt partner Richard Kantor. » more »
High-performing employers approach their rewards investment differently to other companies in five key ways, according to a new study. » more »
Organisational skills and values, and those of managers, have a vital role to play in performance management, says HR Daily Community blogger Lisa Baker. Here we also wrap up the best of the week's blog posts. » more »
When signs of workplace misbehaviour arise, it's not always necessary or even advisable to launch straight into a formal investigation.
