In the face of challenging market forces and economic conditions, organisations that prioritise employee engagement can weather changes more smoothly and improve their financial performance, Aon Hewitt research shows.
At its best, a good exit process can make a valuable contribution to an employer's brand. But at its worst, it can waste time and resources, and even anger disgruntled employees.
New federal government incentives for employing older workers are an improvement on past initiatives, but organisations need to work on their own retention and recruitment processes to take full advantage of the scheme, according to experts.
Before going in hard with a sell message to bring great HR professionals on board, employers need to ensure they can deliver in three key areas, says HR recruiter Marisa Iuculano.
In the face of unprecedented change, rising disengagement and inflated employee expectations, employers need to build brands that "cut through the clutter" to engage people, according to marketing expert Dan Gregory.
Empowering "employee activists" is not just the key to greater employee engagement, it may also lead to greater consumer trust of your brand, according to research by global communications firm Weber Shandwick and KRC Research.
It's one of the most successfully tested tools for fostering and promoting cultural diversity, and philanthropist Peter Scanlon says HR should use it to break down barriers in the workplace.
Most HR departments are considered administrative rather than instrumental in their organisation's success, but lessons can be learned from companies the world over in how to demonstrate more value, according to Stanford University Professor of Organisational Behaviour, Huggy Rao.
Discrimination based on workers' looks is alive and well in the Australian workplace, according to an academic, who says HR professionals should be aware of "lookism" in order to avoid its associated risks.
Having a formal policy to govern what happens when an employee blows the whistle on alleged wrongdoing can deter misconduct and reduce the risk of bad press, according to law firm DLA Piper.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
