FibreHR Blog

We share some of our recruitment strategies in our blog. FibreHR, your people are our business.

Interesting sick leave excuses....

Lisa Spiden - Wednesday, October 10, 2012
If you think you've heard all the best sick leave excuses, have a look at some of these. 10/10 for creativity.... click here

Would you like a $200 voucher to Donovans restaurant or Aurora Day Spa?

Lisa Spiden - Friday, September 07, 2012
Would you like a $200 voucher to Donovans restaurant or Aurora Day Spa?

fibreHR has enjoyed great early success since opening our doors three and half years ago. Word of the quality of our work has spread quickly, thanks in no small part ...to many referrals coming from clients, family and friends.

To keep our momentum ticking along for the remainder of 2012 we're offering fibreHR's family and friends added incentive for referring a new clients to us.

For the remainder of 2012, if you refer a new client to us and they engage fibreHR to recruit a role or conduct an HR audit (healthcheck), then we'll give you a $200 voucher to the acclaimed Donovans restaurant or an amazing pampering at Aurora Day Spa (your choice) as a thank you for the referral.

It's that easy, so please take a moment to consider your network and those who may require the services of fibreHR. Our services are charged on an hourly rate not % like agencies so our quality is fantastic and our costs are reasonable. For more info on what we do, go to www.fibrehr.com.au

We'd love to reward you!

How to Conduct Staff Appraisals

Lisa Spiden - Tuesday, August 07, 2012

Attached is a presentation we used on a recent webinar for Startup Smart. Please find attached the presentation for your reference.

Download Now

High income earners / unfair dismissal

Lisa Spiden - Tuesday, July 03, 2012

The high-income threshold for determining eligibility to make unfair dismissal claims will rise from $118,100 to $123,300 from 1 July this year. See Cornwall Stodart's update on this issue here.

What is HR and why do SMEs need it?

Lisa Spiden - Monday, April 02, 2012

 Human Resources play a very important role in recruitment, retention, and everyday staff management. Attracting and employing the right staff is essential, but retaining and managing them is just as important.

In broad terms, the role of the HR professional is to administer effective systems and procedures to ensure a pleasant employer/employee experience. Recruitment, induction, performance management, payroll, benefits and terminations are some of the functions performed. Other tasks involve training, award interpretation and legal compliance, as well as implementation of particular policies and procedures. 

Statistics indicate that Australia’s small and mid-size enterprises (SMEs) employ some 40% of the nation’s workforce. It is therefore essential for SME owners to understand the importance of HR, and the potential impact their employees can have on their business and its bottom line. 

If this statistic is correct, why do SMEs view HR as an unimportant activity that regularly fails to rate high on their agenda.

Lisa Spiden, Director of HR outsourcing firm, fibreHR considers one obvious reason is lack of available resources.

In order to shift this mindset, it is important for SMEs to be educated in the benefits of HR, and understand it can be fundamentally more beneficial to them than larger multi-national organisations.

"Coherent HR practices within SMEs can motivate staff to a much greater degree, as these practices promote more accessible face-to-face interaction often lacking in larger companies. Best practice also ensures workplace procedures are legally compliant. With potential fines up to $33,000 per employee per breach, non-compliance is a risk SMEs simply can’t afford", Ms Spiden said.

"Effective HR habits should extract the best from each employee and promote work productivity, staff retention and engagement in their day to day tasks. This can all be achieved while remaining aligned with core business values", she continued.

SMEs enjoy the luxury of being able to manage employees individually. They can also take the time to learn key incentives that motivate their staff.

"Regardless of size, any successful business identifies people as their most valuable asset. Balance your staff within an affordable budget and you will be surprised how easy it is to compete with larger organizations!" Ms Spiden concluded.

Social Media Event - August 2011

Lisa Spiden - Friday, September 16, 2011

See below the photos from our recent social media function held in August.

Next

Social Media networking function

Lisa Spiden - Thursday, August 25, 2011

We are hosting an informal get together (next Wednesday 31st August) to say thank you to our existing clients for your support over the past few years, to welcome two new team members to the fibreHR team and allow some potential new clients to learn more about us.

As well as a chance to network, I have asked Debra Templar to come along and provide teach us how to maximise social media within our businesses while ensuring we are protected from inappropriate use by staff.

Debra Templar is one of Australia’s leading retail enthusiasts, keynote speakers and business coaches. Her articles and seminars are an inspiration to many who work hard every day to build their businesses. She is a regular contributor to StartUp Smart Daily and Greenworld. She is an author having published many 'how to' books on retail. When presenting Debra does not just get to the heart of the matter - she presents from the heart, giving her audience ‘multiple light bulb moments’. She offers her audience real life examples from every type of business and from both sides of the counter.

If you are interested in attending this function, please email me for further information lisa@fibrehr.com.au

Rejecting candidates

Lisa Spiden - Friday, August 12, 2011

We all know that ‘word of mouth’ is a powerful thing when it comes to business and brand reputation. People who have a negative experience with a business and tell friends and relatives about it can quickly cost the business money - but it isn’t always an experience as a consumer that’s involved. Brand reputation might just as easily be damaged due to a poor recruiting process.

Job candidates will make decisions about your brand based on how they were treated – and yet you are in the unenviable position of having to turn away all but the most suitable applicant. If you do not do this fairly and with courtesy, your brand name may be affected.

Here are some useful steps to follow:

  • Contact them as soon as possible to notify them that they have not been successful – do not leave them waiting for weeks on end, or worse, not contact unsuccessful applicants at all.
  • Start with a phone call. Thank the candidate for their application and interview time, and state that they will not be offered the job as another candidate has been chosen.
  • Send an official letter with the same information as provided in the phone call. In the letter, thank them for their time and investment in the application and interview.
  • If you honestly feel that they may be suited to another position in your organisation, encourage them to apply for other positions in the future.
  • Personalise the letter, and keep it positive, wishing them well for the future
  • Make the letter business-like and professional, but also gracious.
  • Use tact, respect and consideration, but also get to the point.

If a candidate asks for more information on why they were not offered the job, it is up to you how much information you are willing to divulge. It is usually considered best to remain professional, simply stating that there was another candidate whom you considered more suitable. 

The way candiates are treated during the interview is just as important.  Don't use words in the interview which could be miconstrued as discriminatory - for example, references to age, gender, marital status, religion, disabilities, race, politics and sexual preference.  In the interview keep the focus on the job being offered and keep it professional as well as friendly.  Be sure to tell the candidate what the next stage in the process wil be and when they will hear from you.  Make sure you stick to this timeline and call them if things change.

If unsuccessful candidates are treated with professionalism, respect and courtesy both during and after the interview, they may well be disappointed, but they’re unlikely to feel so resentful that they cease purchasing your product and damage your brand reputation in the eyes of their friends and family.

 

Make your workplace legally compliant

Lisa Spiden - Friday, August 12, 2011

Workplace legislation in Australia – like most legislation – undergoes changes from time to time and it is important to keep abreast of the latest employment laws and standards.

The legislation covers such things as working conditions, Awards, workplace health and safety, equal opportunity and discrimination, and superannuation and taxation requirements.

In order to keep yourself compliant with current legal requirements regarding people practices, it is vitally important to be able to access information quickly and easily.  Below is an outline of where to access detailed information on workplace relations and legislation.

At the present time, workplaces are covered by National Employment Standards (NES).  These cover minimum working conditions such as:

  • Maximum weekly working hours
  • Requests for flexible working hours
  • Parental leave and related requirements
  • Annual leave, personal, carers’ and compassionate leave
  • Community service leave
  • Public holidays, long-service leave
  • Notice of termination and redundancy pay.

The Australian government has also streamlined previously numerous Awards into 122, which are now known as Modern Awards.

These Awards cover the following:

  • Base rates of pay
  • Classification of employment (full time / part time / casual)
  • Overtime and penalty rates
  • Work arrangements
  • Allowances
  • Leave
  • Superannuation
  • Procedures for dispute settlements.

Detailed information for NES and Modern Awards can be found at Fair Work Ombudsman or www.fairwork.gov.au.

The Australian Tax Office provides the information you will need regarding superannuation and taxation matters which include:

  • Compulsory employer contributions and other contributions
  • Keeping track of superannuation
  • Terms and definitions
  • Calculations, rates and codes
  • Employee tax file numbers
  • Pay-As-You-Go (PAYG) tax rates
  • Taxation tables
  • Forms and documents.

This information can be accessed at www.ato.gov.au. If you’re starting a new business you can simply call the ATO and someone will talk through the applicable obligations with you.

 Other useful websites:

www.australia.gov.au - provides employment information and links to many other sites and to State and Territory governments.  Information on employment can be found under Topics / Employment and Workplace.  From here there are also links to information on Best Practice Guides, Skills Information, and Valuing Older Workers.

www.deewr.gov.au  - this is the site for the Department of Education, Employment and Workplace Relations.  It provides information about – as the name suggests – employment and education, and also provides links for the latest legislative changes.

Information about women in the workplace and the Equal Opportunity for Women Act can be found at the Equal Opportunity for Women Agency website - www.eowa.gov.au.

Subscribing to industry journals and joining professional associations may also help you keep abreast of any changes. As they say, ignorance is no excuse – and it’s certainly not a stand alone defence if you breach the law.

It can be easy to overlook something in your people practises which can cause your business to be exposed to non compliance, impact staff morale and cost a lot of money (especially if they are picked up such as the recent Cotton On and Toys R Us award breaches which attracted significant fines).  It is therefore imperative that businesses are very confident that they are meeting all legislation - Ignorance won't avoid the penalties.

Cost of good people management

Lisa Spiden - Friday, August 12, 2011

Could better people management skills in your organisation boost your profit? If you want a healthy ‘bottom line’ – and who doesn’t - it can pay to ensure that your employees are healthy and happy.

The cost of work related stress claims has received a good amount of press coverage in recent years. Poor people management skills and/or low employee morale are often involved in such claims. But it’s not just increased insurance premiums that businesses may face as a result of poor people management – overall productivity and profitability can suffer greatly when employees are resentful, unmotivated or lack a sense of loyalty to the employer.

How do you avoid the problem of a staff that is discouraged, de-motivated and showing signs of loss of trust and loyalty? Good people management skills are really essential if you want to get the best out of your employees. 

One approach to people management is to be task-focussed – that is, to make sure the jobs get done. Another is to be a ‘people person ‘– someone who gets along well with others easily. Good people management requires both. A good manager of people will also lead, direct, motivate, influence and extend their skills.
 
Here are some tips to help you develop your people management skills:

  • Build relationships and rapport with your workforce, and between individuals through team building. 
  • Be visible to your employees.  Let them see you are open, fair and interested.
  • Be approachable – don’t make it hard for people to come and talk honestly to you.
  • Share information with your staff, and give opportunities for feedback and questions.
  • Be a role model – show them that you are positive and that you respect them.  Show an interest in them as people, not just as workers.
  • Engage them in decision-making, and share responsibility with them. 
  • Encourage and motivate, give guidance and extra help if needed, and keep criticism to a minimum, and at a professional level.
  • Show trust, by allowing them to do the job without constant supervision.  Make it clear what the task is and let them get on with it.
  • Show that you value them – through recognition, rewards, and allowing some flexibility.
  • Have good training and development programs in place.
  • Leverage their skills and talents by giving them responsibilities and opportunities for further training.
  • Show up when things get tough.  Don’t bunker down in a hiding place but take responsibility and lead.
  • Show a little humility – allow feedback and listen to what they have to say.
  • Finally – treat them as adults.  Show that you respect them as equal human beings.

The Golden Rule applies – treat others as you yourself would like to be treated in their position, while still leading and directing.

Learning to manage the people in your organisation effectively is of vital importance. Your bottom line depends on it!