While the Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry has now concluded, the revelations of decisions made and actions taken to pursue short term profit at the expense of honesty, remain front of mind.
We are reaching a critical turning point in the workforce. Baby Boomers – the 5.5 million Australians born between 1946 and 1965 – are at or approaching retirement age. And the question on many employers’ lips is "How do I successfully transition my ageing workforce into retirement?"
Retirement can be one of the most anticipated and life-changing life events in a person’s life. But while many people look forward to retirement at different times in their life, when the time comes it can impact them in ways they never considered.
Let’s face it; no one enjoys sitting an employee down and telling them they no longer have a place in the company because their position has been made redundant. Unplanned redundancy conversations can be hard and challenging, and you can encounter some pretty big emotions.
During the restructuring process, there are five R's of change you need to manage effectively to maintain productivity, performance, and profitability in your organisation - resistance, redundancy, redeployment, re-engagement and retention. Here's how to set your organisation up for success through change.
With a growing dependence on technology and a desire to become more effective and efficient, we are gaining time and profits but losing track of the moral obligation we have to our greatest assets - our people.
With the push towards greater efficiency and a drive towards better-utilising technology within the HR industry, many companies are beginning to consider taking the ‘human’ element out of human resources, particularly when it comes to hard conversations like involuntary redundancy and the ongoing support that follows through career transition.
In the wake of restructuring and redundancies, your surviving team can frequently be left shaken and riddled with guilt.
During change and restructure it’s not unusual for trust to be broken between staff, the management team and even your customers. But how do you start to win it back to protect your employment brand and reputation?
As the planning stages of a new year commence, many management teams will be faced with the decision to restructure their organisation to better manage downturn or accelerate growth.