What a great time to focus on HR!

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What a great time to focus on your HR strategy, activities and actions.

Not only has there been a mountain of legislative changes in the Industrial Relations space this year, namely for example; duty to proactively manage sexual harassment, written prevention plan for workplace harassment, introduction of psychosocial legislation, employees right to disconnect, casual definition and conversion changes, independent contractor definitions and tests and wage theft.

Some of these changes in fact force employers to look at their HR strategy, activities, actions and efforts or at least they should.   And what a positive thing that is as you can not maximise performance and productivity of your team without focusing on HR activities.  And not surprisingly here at HR Business Direction, we are proud supporters of RUOK? in the promotion of regular, meaningful conversations in the workplace.  We are passionate about both helping our clients get a ROI from their people and creating working environments that support and prevent mental health issues.  We believe that this allows us to make a true difference in society – for businesses and individuals.

Why do I say that?   Well, lets take a closer look;

  • The Duty to proactively manage sexual harassment and have a written prevention plan for workplace harassment, only make for a work environment free from negative, destructive behaviours and a more harmonious positive culture which is conducive to performance and productivity and therefore good for both employees and employers.
  • The requirement to manage psychosocial risks and implement control measures requires an employer to look at all aspects of work that could impact their team from; job demands, conflict, support, change management, clarity, relationships and the list goes on. This is all really good HR practice but also result in positive outcomes for employees and therefore the employer.
  • The right to disconnect, whilst may seem over the top or restrictive to the employer but it does ensure positive mental health for workers and therefore once again can only result in positive outcomes therefore for the employee and employer (if managed properly).

What is also important and should not be forgotten are;

  • HR Planning
  • Organisational values & culture
  • Leadership Development
  • Succession Planning
  • Workforce Planning

At HR Business Direction we are keen to help you manage your people and human resources function.  Contact us here if you’ld like to discuss.

 

Related Articles; Strategic HR Planning; Create a Culture to Achieve your goals; Leadership Development: Close the gaps in your strategy; Succession Planning – how far do you go; The future workforce.

 

Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au