Comments for HRM online

Comment on How to respond when employee surveys reveal work health and safety risks by Jo May

Jo May — Fri, 26 Jul 2024 00:09:13 +0000

In reply to Louise Davidson. Human rights complaint and/or discrimination with AHRC. Event triggered by management. Danger Will Robinson. If it looks like a witch hunt, it is a witch hunt. Having been the employee and gone through a like situation, lawyering up is the only option. Let the employer know the employee knows their rights. The employee may have to leave, but at least leave with some cash. A media splash is the ultimate.

Comment on How to respond when employee surveys reveal work health and safety risks by Louise Davidson

Louise Davidson — Thu, 25 Jul 2024 00:21:03 +0000

What is the legal implications where an employee has an underlying bipolar illness, well managed, and a psychotic episode is triggered from management psychosocial behaviour towards that employee. This is followed by the sick employee suspended and threatened with code of conduct. An investigation into the employee’s complaint about management is conducted, the employee is not interviewed and the matter is closed. However, management is proceeding with the code of conduct.

Comment on How to respond when employee surveys reveal work health and safety risks by Beverley Sutherland

Beverley Sutherland — Mon, 22 Jul 2024 03:00:18 +0000

In my experience, surveys that directly address the psychosocial hazards identified in the legislation are highly beneficial. Leaders can then tap into the collective wisdom of their teams to assess risk levels associated with any identified hazards, and to develop and review controls or mitigations. Beyond asking questions and listening, leaders need to proactively monitor for signs of psychological safety risks, such as people not speaking up or participating. Shifting the focus toward prevention requires a mindset shift, and leaders need support to do this as they themselves often face considerable pressure from system stressors. This transition involves moving from an “either/or” mindset to an “and” approach, balancing results and employee wellbeing.

Comment on FWC hands down first Same Job, Same Pay ruling by Terry Mulligan

Terry Mulligan — Sat, 20 Jul 2024 07:29:48 +0000

For the company to object, it would possibly cost more than they could save. Companies make decisions based on economics.
The legislation itself will lead to more automation. It has happened in the past and will happen again.

Comment on Why you need to be careful with carer’s leave by stupid ass

stupid ass — Tue, 16 Jul 2024 23:25:33 +0000

In reply to Karl. yeah good on you mate, were you appreciated at work for being so diligent instead of taking more emphasis on your family?

Comment on Lessons on building high-performing teams from a sports psychologist by Jo May

Jo May — Tue, 16 Jul 2024 22:59:51 +0000

team bonding only works when the culture is not toxic, otherwise it is simply corporate virtue signaling

Comment on Setting the standard for HR capabilities now and into the future by Sharon

Sharon — Tue, 16 Jul 2024 03:57:21 +0000

I was surprised to see these are still quite reactive based behaviours. I would have liked to have seen “innovative” and “creative” … and let’s not forget tech savvy. These are critical attributes for both operational and L&D HR professionals. I love the part of HR that gets to envisage and innovate for better EX in both those spaces.

Comment on 10 micro-behaviours that are culture killers by Victoria

Victoria — Mon, 15 Jul 2024 21:32:52 +0000

I found this article very insightful and I think its lessons would actually be most helpful after an issue has been identified. While the point of the article is prevention I think it would give HR managers a great way to start a conversation with a manager who is asking ‘what went wrong’. This article gives some really practical starting points for dealing with issues and might held a leader who is struggling.

Comment on This onboarding program contributed to decreasing first-year turnover by 40% by Kate Connellan

Kate Connellan — Sun, 14 Jul 2024 08:06:22 +0000

This is a terrific article and there is great research to show that while a lot of managers spurn HR, the number one thing they value is HR doing onboarding to ensure people are job-ready sooner. I’d love to see and understand more about how the senior HR leader sold this to the business and perhaps even some of the materials (slides/briefs) they did to the business.

Comment on The four phases of digital HR by Digital HR – My WordPress

Digital HR – My WordPress — Sat, 13 Jul 2024 07:09:02 +0000

[…] to Dave Ulrich, the digital HR journey of a company is characterized by four […]