It's easy to keep employees engaged with their work when critical imperatives are involved, but "business engagement" should exist even when they aren't, says HR Daily Community blogger Michael Hall.
It's more difficult, but not impossible, to focus technically-minded managers on the development of their employees, says Development Beyond Learning managing director Josh Mackenzie.
The biggest differentiator between high-performing organisations and their low-performing counterparts is whether employees connect with their employer's vision, according to a new research paper that warns against sending confusing messages.
The dispute between Qantas and unions that led to the grounding of its fleet in 2011 has only been resolved "in theory", and is evidence that Australia's industrial relations system is ineffective and out-dated, says Macquarie University professor Paul Gollan.
HR managers who think they can ignore international trends because the organisation they work for isn't global "probably need to be considering their career options", says ManpowerGroup Australia and New Zealand managing director, Lincoln Crawley.
This week's proposed amendments to the Fair Work Act could result in much greater scrutiny of the ways employers manage bullying and harassment risks, says HR Daily Community blogger, Kristin Ramsey.
An HR expert and author is calling for an end to traditional performance reviews, arguing they actually stop managers from providing useful feedback to their team members.
An expert investigator has outlined what HR professionals should consider when deciding whether to audio-record or take notes during workplace investigative interviews.
Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents.
In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains:
the PEACE framework for structuring workplace interviews;
how to interview the respondent of a workplace allegation;
how to apply procedural fairness principles during interviews;
privacy, confidentiality, anonymity and related considerations;
The challenges employers face in managing underperformance continue to intensify, in light of flexible work arrangements, psychosocial obligations, and more. Minimise your legal risks and maximise your outcomes by attending this HR Daily Premium webinar.
