Redeploying workers instead of cutting headcount during tough economic times can save your business millions of dollars in employment costs, according to Human Capital Management Solutions CEO, Trevor Vas.
Employer branding as a business tool is even more useful in a downturn than it is in a candidate-short market, according to TMP Worldwide's James Wiggins.
Meeting today's HR challenges requires innovative thinking and spending some cash, says Onetest CEO Steven Dahl, and "how you ask for it will make all the difference".
Employers that dump their 360-degree and similar feedback programs to concentrate on other issues during the economic downturn risk losing their talent and putting a dent in their succession plans, according to Chandler Macleod Consulting's executive GM, David Reynolds.
Employers across Australia are trimming their salary budgets, but with more precision than has been seen in previous downturns, a Mercer study has found.
In a social media world where "anyone can publish", managing the redundancy process to avoid online reputation damage is crucial, says HR technology consultant Michael Specht.
Employment growth is more stable than the mainstream media portrays, and Australia may well survive the global financial crisis without the big job losses seen in previous downturns, according to HSBC chief economist Dr John Edwards.
As talent-sourcing gets easier, employers should consider breathing new life into their organisations by "top grading" their workforce and shedding poor performers, says Taleo senior vice president Al Campa.
Smart employers are directing their branding strategies inwards to engage workers who survive staff culls and to maintain positive relationships with the talent they're forced to let go, says MD of The Face, Adam Shay.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
