HR4Business Blog

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...

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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...

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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. ...

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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,...

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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...

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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...

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HR Consultant Ballarat

February 12, 2014

Workplace Mediation Services Ballarat Mediation is about achieving constructive and affirmative results for all parties involved.  The role of the mediator and the mediation process is to assist people to communicate with each other and to negotiate agreements that both parties are comfortable with.  There are convincing reasons to promote the wider use of mediation in...

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HR Consultant Warrnambool

January 30, 2014

Assess your HR risk before it’s too late… How do you maintain compliance with ever changing and immeasurably complex workplace laws? Most businesses regularly undertake an audit of their financial practises and policies to ensure they are on the right track to avoiding significant monetary and criminal penalties. With the plethora of ever changing and...

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Colac Industrial Relations Consultant

January 13, 2014

National minimum wage and conditions of fair pay Industrial Relations covers the national minimum wage and conditions of fair pay. Businesses are expected to comply with these standards and employees can take appropriate action if they are mistreated – in many cases though a business that doens’t comply with Fair Work standards will have trouble...

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HR Consultant Ballarat

December 30, 2013

New avenue for employees to lodge a Bullying Complaint fast approaching Effective 1st January 2014 employees may make a bullying claim via the Fair Work Commission. HR4Business recommends employers take action to minimise the risk of a successful bullying complaint. Proactive measures include: Ensure employees are aware of behavioural expectations; Ensure employees and people managers are...

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