Transition from Work Choices to the Fair Work Act

Are you complying?

The Fair Work Act 2009 (Cth) (FW Act) took effect on 1 July 2009. This is our new landscape for workplace law and relations.

As part of this reform, the National Employment Standards (NES) were introduced on 1 January 2010. Employers need to be aware of the impact the NES has on their work place and what they need to do to comply with the new standards.

Importantly, employers are now required to issue new employees with what is called the 'Fair Work Statement'. The Fair Work Statement outlines the 10 minimum workplace entitlements under the Fair Work Act. These statements can be obtained from www.fairwork.gov.au.

Developing your Leaders

No time like the present!

If leadership development is not on your agenda, then you are about to enter the labyrinth of employee disengagement - you know, people working for you who don't want to be there and don't respect what you stand for as an organisation!

Interestingly, many organisations spend thousands of dollars on keeping people happy. Bright offices, groovy employee facilities, trivia nights, Christmas parties, staff benefits, etc but when it comes to the approval of the infamous training budget...SLASH!

Research shows that the secret to employee engagement is created through a few simple ingredients - company culture, work environment, the organisation's vision, an employee's ability to make a meaningful contribution to the organisation's success, relationships and team work. At the end of the day, these all stem from one important factor - the leadership skills of your managers.

It's budget time... what have you planned for the fast approaching new financial year in terms of leadership development? It doesn't all have to be done in the classroom or expensive. There are a myriad of ways to creatively approach this challenging topic. To suggest a few...

Coaching • Mentoring • Secondment • Project • Stepping up during the boss' leave • Assessment centres • Conferences • Networking forums • Leadership luncheons at work to discuss challenges and share good ideas • Formal development programs • Site visits • Functional rotation programs

Develop your strategy, set a framework, determine the budget, sell the story and get it endorsed by your senior leadership team.

So, what's your new financial year resolution? 

The Emerging HR Professional

Transform or be tamed!

Enter the HR professional. Yes, it is now a profession, so time for us to take charge of this opportunity and transform ourselves to meet the changing times. For the risk adverse, be prepared to be put back into your den and be tamed.

HR adds value to an organisation when it 'impacts' not 'transacts', when it 'partners' not 'tells' and when it actively 'contributes to a business result' and not just 'completes a task'.

The Australian Human Resources Institute (AHRI) reinforces this message through their 'Model of Excellence'. The Model draws on the work undertaken by Professors Dave Ulrich and Wayne Brockbank

Source: www.ahri.com.au

There are 3 critical illustrations to the HR profession through this model.

1. HR must be commercially minded and in touch with the organisation's vision, mission and values
2. HR must conceptualise and drive initiatives that add strategic value to the business
3. HR professionals must build a specific set of capabilities - the enablers to delivering a result

Self reflection time: How well are you lining up with this Model as a HR professional? It's a journey but the journey ends now for those who are not willing to transform.

For more information or support on these topics, please contact us now