HR4Business Blog

HR Consultancy Geelong

July 8, 2014

Training and Development An organisation can have the best service or product, however if it doesn’t have productive and content employees and management, the organisation will never realise its full potential.  An excellent leader inspires employees and develops relationships with their staff so that employees feel that they are working with and alongside management. Leadership development...

Read more

Workplace Mediation and Investigation Geelong

June 18, 2014

What is Bullying? Bullying is a pattern of aggressive or humiliating behaviour arising from deliberate attempts to cause physical or psychological distress to others.  Recent studies suggest that it occurs in the workplace more than we have realised in the past. Forms of bullying The act of bullying can take many forms, such as: Reputation...

Read more

Industrial Relations Consultant Werribee

June 3, 2014

Avoiding Unfair Dismissal Claims HR4Business believes that if some basically simple steps are followed then unfair dismissal claims can possibly be minimised. These steps as highlighted by WorkplaceInfo are: Stipulate (preferably in writing) what you expect of new employees — be clear and succinct; Ensure your policies and procedures manual is up to date; Keep records of...

Read more

HR Consultant Geelong

May 21, 2014

Payroll Budget 2014-2015 Financial Year Be sure to consider the upcoming Annual Wage Review effective 1st July, 2014 when setting payroll budgets for the next financial year.  Each year the Fair Work Commission announces the outcome of the Annual Wage Review which subsequently increases minimum wages specified in Modern Awards.  In addition, the review increases the National Minimum...

Read more

HR Consultant Werribee

May 7, 2014

Do I have to give my employee a warning? The Fair Work Ombudsman indicates that employers should give employees warnings in writing before ending their employment. The Ombudsman highlights that while you don’t have to give warnings, if an employee makes an unfair dismissal claim, the Fair Work Commission may consider whether you gave the...

Read more

Industrial Relations Geelong

April 23, 2014

Enterprise Agreement Negotiation Preparation is crucial when embarking on the process of negotiating an enterprise Agreement. Following is an overview of some of the key steps  HR4Business recommends to be undertaken prior to initiating bargaining in relation to enterprise agreement negotiations: 1. Prepare a negotiation schedule/project schedule – includes timeframes, key actions; this will assist...

Read more

HR Consultant Geelong

April 9, 2014

Applications for Personality and Behavioural Profiling Personality and behavioural profiling in the work place provides an accurate insight into how people behave at work. Businesses can use behavioural profiling to gain a greater level of certainty in their recruitment and development programmes, and the focus to boost their people management capabilities and staff retention initiatives. ...

Read more

Industrial Relations Ballarat

March 26, 2014

Best Practices for Leadership Development The Best Companies for Leaders study was conducted by Hay Group in partnership with Chief Executive magazine which surveyed 564 companies with at least $8 billion in revenue from around the world. Data were collected from three sources: surveys of leaders within the companies, surveys of leaders from peer companies,...

Read more

Outsourced HR Services Warrnambool

March 5, 2014

The Benefits of Outsourcing HR Functions The numerous functions of the HR department are too exhaustive and intricate to maintain in-house. Businesses that outsource HR functions obtain several benefits that support the company’s mission and vision. Risk Management A human Resource Outsourcing Consultancy can assist businesses minimise risk. Employment and labor laws change regularly, and it...

Read more

Outsourced HR services in Ballarat

February 17, 2014

Managing stress in the workplace Unmanaged stress can have a negative impact upon workplaces, both individuals and the whole workplace. Therefore, stress should be managed by individuals for their own health and mental wellbeing as well as acknowledged and managed in the workplace. Individuals can take ownership of their emotional and physical health by: Exercising...

Read more