7. ARTICLES

  • Retention Debate ( Free White Paper)

image8Engagement is an advanced notion: employee engagement, employer engagement and client engagement. However, engagement at any level within a business cannot exist without the retention of employees.  Five years. This is the time taken to interview, survey and study over 10,000 individuals. The HR Coach Network members have been using a scientific approach to understand the full spectrum of the employment relationship inside organisations. Gaining perspectives from employers, managers and employees during a time when business conditions were volatile. The openness and willingness of organisations to share their battle scars has given us a unique and fresh look at the issues relating to linking employee action to strategy. For the members of the network and participating

organisations, we are very thankful. The underlying factors in the employment relationship between the employer and employees will be examined first. The recommendations for retention will then be linked to this critical information.

  •  Setting the Standard (Free White Paper)

image9The motivation for organisations applying standards has changed in the past two decades. Organisations have to streamline business systems to stay competitive. Certification and corroboration is no longer just a necessity of contracts and tenders, but an everyday compliance requirement. The Human Resource Framework NS HRF- 101:2010 is a business improvement tool, providing structure and authority to human resource functions. It enables simple mapping of existing systems, harmonising many requirements imposed by legislation and external bodies.

 

 

  •  Managing Back to Certainty (Free White Paper)

image10This White Paper explores the impact of employer’s engagement with their business. Employers in an extended state of shock and non-reinvestment in a business, strategy and people creates downward pressure on the business and constrains growth.  It has been generally accepted in the past decade that Australia has grown into a dual speed economy. The Mining and Resource sectors have experienced incredible growth and the remaining categories of the economy, while experiencing healthy growth over the past decade, have not kept pace. As Australia emerges from the uncertainty of the Global Financial Crisis relatively unscathed, a new economic reality is emerging. The effects of changing demand from international markets, currency fluctuations, diminished credit markets, a tightening labour landscape as well as the unfolding ramifications of a series of natural disasters has bought to the fore a multi speed economy. It’s becoming apparent that as external factors impact on specific sectors, the response and growth of these sectors stands to be very different. The internal factors and behaviours of business, however, will determine the success of individual business in the coming year.

  •  Managing in Uncertain Times (Free White Paper)

image11This White Paper explores the impact of employee engagement in difficult economic periods. The white paper uncovered that management fatigue is an outcome when there are too many pressure points inside a business. This is in stark contrast to the situation we find ourselves in now- facing an uncertain future. The only thing that we know with any degree of certainty at the moment is that business confidence has taken a hit and many employees are concerned about the future. In the space of 12 months, the business sector has moved from a period of record breaking growth and a critical skills shortage, to a situation that can only be described as a loss of economic confidence and rising unemployment levels. As a result the question on the typical business owner’s mind is- should one cut back to prepare for a sustained downturn, or prepare business for growth?

 

  • Accelerating Business Performance (Free White Paper)

image12 This White Paper explores the impact of client engagement. Client focus creates a common goal within and accelerates business improvement, before any other factor.  It also generates faster and more reliable revenue streams for an existing business.  The Global Financial Crisis has challenged the business sector with market uncertainty, scarcity of funding, increased red tape and changing consumer patterns. The market has responded, largely, by doing nothing. According to the HR Quarterly Index, since 2007 there has been little change within the sector. Businesses have not been investing in capital expenditure, strategy has been put on hold, employment has been stagnant and wages have been frozen. The sectors strategy has become one of survival not growth. So what happens when nothing changes? The trends indicate that businesses are stagnating and that there is little suggestion of improvement. The reality is that when the market is uncertain, it can be ill advised to invest in an untried strategy that may put the business under pressure. This is a risk that most are not willing to take. As a result, nothing is done. Large-scale change, or revolutionary measures, can be difficult for the business sector to absorb, both in terms of cost, as well as pressure on time and resources within the core business. For most it is not an option.