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The Business of Human Resources (TBOHR)

The Business of Human Resources (TBOHR)

The Brave new world of Human Resource Management The new climate of Industrial Relations, along with changes in Economic and labour reforms, have created a significant shift in traditional Human Resources practice and management.  The tools and practices that serve you today may well be on their way to becoming obsolete in the new world. Identifying business risk and the management of those risks inherent in all industries has never been more important to a business, regardless of its size. Superior HR management does not have to be onerous or expensive.     Our 5 step framework demonstrates how we can help you to identify key risks, the result areas that require management and support at all levels of your business and the outcomes that you can expect to achieve that are critical to your success. We help you create superior human resource management practices that do not become outdated into the future, securing your future strategic success in – The Brave new world! The Business of HR (TBOHR) can be your fully customisable and scalable HR management solution. Don’t put it off any longer, let us show you how we can help your business today by calling for your free HR health check on 07 3229...
Skills & Experience v Attitude, Attributes & Ability to Learn

Skills & Experience v Attitude, Attributes & Ability to Learn

All businesses consider hiring the best people a priority. Most managers tend to be conservative and hire for the short-term, emphasizing skills and experience over performance and potential. So what’s the problem with focussing on a specific set of skills and experience?  Being too rigid on skills and experience can make you miss out on people who have terrific attitudes, attributes & the ability to learn. In Good to Great: Why some companies make the Leap & Others Don’t, Jim Collins examines how great companies emerged from the average and found “…hiring great people is about defining the desired results, and then finding people with the ability and desire to deliver these results. It’s not about listing skills & qualifications”. Lou Adler in Hire with your Head best describes it, as it all starts by preparing a “…performance profile“. The key points Adler highlights for hiring with a performance profile are: define the job, not the person; define success not the skills; focus on the doing, not the having.  Ask the hiring manager: “What does the person taking the role need to do to be successful?” List 6 to 8 performance objectives that define on the job success, ranging from dealing with people, meeting technical & business objectives, to organising teams, solving problems & making changes. So think differently and think twice before turning a blind eye to any profiles and/or resumes that fall outside the lines of a pre-determined list of qualifications. Share your hiring experiences – do you focus on skills & qualifications or do you think...
How to gain value from performance reviews

How to gain value from performance reviews

It’s that time of year again – whether it be a half yearly or annual performance review, ‘the’ discussion is nearing. Some managers see this as nothing more than a time consuming exercise mandated by HR, and some employees feel they are a waste of time. But when you make finding the right talent & developing that talent a priority, achieving revenue targets & business goals should fall into place. So putting your best effort into performance review discussions, will result in benefits greater than the time spent on the process – including retention of key talent. Key areas to cover include: past & current performance; the year ahead – goals & objectives; and a personal development plan. Open discussions around – what went well; what didn’t; what could have been done differently? What support is required to achieve the goals & objectives set for the year ahead? What areas ​t​o focus on for career development? Nothing discussed should be a surprise in the annual review, it should be merely one more discussion in the on-going dialog of how an employee is performing. It is also the responsibility of both the employee & the employer to be engaged in the discussion & to be prepared for the conversation. Reviews should be a time to recognise employee performance, so give praise & credit where it is due. In current economic times, many perks have been eliminated or greatly reduced to cut costs, so performance reviews have become an even more important aspect in making sure high-performing employees are recognised. Miss this opportunity to praise exceptional employees – and you may...
Discovering your Strengths — what makes you stand out from others?

Discovering your Strengths — what makes you stand out from others?

Discovering your Strengths — what makes you stand out from others? Finding a job you’re passionate about isn’t always easy. We often hear that when it comes to being successful & feeling a sense of fulfillment in life ‘follow your passion & you’ll never work a day in your life’. But before you can follow your passion, you have to find it. So where do you look for it? How do you really discover what you are really good at & what you really enjoy doing? Fiona Craig (Love Your Work), suggests that one of the best starts to reaching your potential is to be able to articulate your key strengths andtalents. “Whether you’re looking for a promotion, a new career or just more confidence on a daily basis, knowing and understanding your own value proposition is one of the key investments you should make in your career and in yourself”. If you are looking to advance your career, finding and leveraging your workplace strengths is perhaps the most important thing you can do. David Parnell supports this, “strengths, motivation and task interest often go hand in hand, and when these three are in force, your performance will definitely show it and help your progression. But if you are stuck in a position that doesn’t leverage your strengths, your drive and performance will suffer along with your career advancement.” Knowing your workplace strengths, and having a framework and process to maximize their impact, is an excellent way to enjoy work more, work with others more productively, and get better results. What are your strengths? What makes you stand out from others?...
The Power of the Word

The Power of the Word

The Power of the Word Can a single word make a difference?  Research reveals a single word makes all the difference. Kevin Lee in SocialBuffer, highlights, “you likely know inherently that specific words matter. You click on a headline because a single word strikes you. You click a signup button because a word creates an emotion”. Whether you are converting customers, getting your employer’s attention, or refining your linked-in profile — a word has the power to change the meaning & the outcome that you may be trying to achieve. The attached article, The Top 10 Overused Words in Resumes targets words used in resumes, which had me thinking about how these words could be applied more broadly to focus on having a more productive discussion, specifically with improving your performance discussions & articulating your achievements to your current or future boss. The Top 10 words that stand out are action words that describe ‘what’ you have accomplished, for example, using the words: created, increased, reduced, improved, developed, researched, accomplished. These words are more powerful particularly followed by specific, measurable outcomes, that ‘describe’ & also ‘quantify’ your achievements. A conversation that validates your ability takes a broad headline statement such as “I am creative”, to a specific achievement that is meaningful & demonstrates your ability, such as “I created abc which resulted in xzy”. Reflect on your own discussions & how you articulate your achievements in the workplace. Could these words make a difference to the outcome, or assist you to confidently articulate the value you bring to the...