Driving return on investment through people
The primary duty under WHS legislation is to ensure, as far as practicable, the health and safety of all workers and extends to the elimination of risk to health and safety, and, if not reasonably practicable to eliminate same, the minimisation of risk to health safety, writes Amy Zhang As […]
HR should focus its measurements and rewards on the unit through which the greatest value is created. Focusing the measurement and reward systems on the wrong unit of analysis can demotivate, create confusion and make the whole less than the sum of the parts, writes Wayne Brockbank. Performance management is […]
The Lamborghini Urus fills a unique niche for drivers who want super sports car dynamics and versatile off-road abilities with the practicality of a daily driver, writes Craig Donaldson Lamborghini unveiled the Urus – its first-ever SUV (or SSUV (super sports utility vehicle) as Lamborghini puts it) in late 2017, […]
Rather than remove performance reviews altogether, organisations should work to change the perceptions and language associated with performance reviews in order to deliver more positive outcomes, writes Arj Bagga Whether you’re an employee or a manager, when it comes to performance reviews you either love them or hate them. For […]
Shell has embarked on a global HR transformation which has improved employee and line manager satisfaction while delivering significant cost savings around the world, according to the company’s regional HR operations manager (Asia, Oceania, Middle East & North Africa), Yannick Colot. He explained that the business launched the internal transformation […]
It’s never too late to become a great listener and there’s a lot of power in sharing with your team that you are focusing on becoming better at ‘listening and learning’ in order to help you, them and the team be more successful. https://www.insidehr.com.au/the-power-of-listening/
Not every request from others adds value to the strategy/mission. It’s not that the request is bad, it simply may not add real value. https://www.insidehr.com.au/overcome-the-yes-reflex/
Managers will need to invest time in understanding what motivates each team member and then look for opportunities to align the individual’s interests with the work that needs to be done. https://www.insidehr.com.au/motivate-young-workers-in-a-post-pandemic-world/
