If you are keen to develop your business or organisation into one that is build on bricks not clicks, that is built on hard work not a good lurk, and have a strong vision for the future, here are seven strong foundations to develop your cathedrals for the future...
Industries that use a lot of on-call workers are moving towards people management best practice, but there is still work to be done, says HR Centre strategist Katherine Graham.
To avoid being left with poor performers, employers must take stock now of the valuable talent likely to jump ship when the employment market picks up, says the national director of psychometric consulting company SHL, Stephanie Christopher.
There's employee relations risk any time you switch from a seniority scheduling module to something more progressive. And that means you don't take risks that alienate average performers. Kind of stinks for the high performers, doesn't it?
Given that 63% of Australian employees are not fully engaged at work it is not surprising that they are looking for a distraction. Close down Facebook, Twitter, MySpace whatever you will not see an increase in productivity...
There is no reason why creativity, innovation and problem-solving skills shouldn't be included in the everyday skills taught in every workplace, says organisational psychologist Dr Amantha Imber.
Human resource development budgets should be divided equally between three key learning and development philosophies, focusing on 'production', 'person' and 'problem-solving', says Winners At Work managing director Dr Tim Baker.
You better back [the No A**hole rule] and be ready to walk talent to the door if you put that on the culture card, kids. Because most of us don't walk the walk. Case in point: Michael Jordan. Michael Freaking Jordan.
Under-performing or difficult employees can have a devastating impact on their colleagues' morale, but proactive and "busy" line managers can stamp out negative behaviour, says psychologist and workplace consultant Dr Steven Saunders.
