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Dealing with Difficult People
You know, this would be a great business if it weren’t for having to deal with people all the time… OK, so maybe I’ve exaggerated things a bit, but we’ve all certainly heard that saying before. Why does that sentiment ring true for so many folks?...
How to increase productivity in your business?
Copyright © Cecilia Chang Before discussing on your business success, let's talk about being a or work with a boss. If you are your own boss, how do you behave? How do you react when you heard 'Boss' being an employee. By doing your own...
POWERFUL PARTNERING
“Asking is the beginning of receiving. Make sure you don't go to the ocean with a teaspoon. At least take a bucket so the kids won't laugh at you.” Jim Rohn “You get the best out of others when you give the best of yourself.” Harvey Firestone ...
Six Leadership Conversation Principles
Leadership is an interactive conversation that invites people to explore personal responsibility, passion, accountability and commitment. Here are 6 principles to guide these capacity-building conversations:
1. In an authentic conversation...
TR Cutler and Peggy Smedley to Address PRONTO North America Users Conference
Peggy Smedley is the editor of Start Magazine and will be addressing the first annual PRONTO North America Users Conference on Thursday, May 5th. Smedley was recently profiled in the Wall Street Journal and authored Mending Manufacturing, How...
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Human Resource Employee Risk Profile
HUMAN RESOURCE & INDUSTRIAL RELATIONS RISK CHECKLIST©
Employing workers is a risk but you can do something about ensuring your risks are minimised.
This Checklist should be used as a guide to assess your human resource management and industrial relations risks. It is intended to assist you identify your ‘risk profile’ and ‘potential exposures’ and with identification to take appropriate action to minimise these potential risks and exposures
Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select ‘No’ eg in Q1 if you have employment contracts for your employees and not for your management team then select ‘No’.
1.I have up to date employment contracts for all employees and managementYesNo
2.I induct all employees into the workplace using a documented processYesNo
3.I have fully documented human resources procedures and policies in placeYesNo
4.These policies and procedures are available to all employees and are regularly referred to, used and maintainedYesNo
5.I conduct a semi-annual performance management process with all employeesYesNo
6.I have documented grievance, discrimination, workplace bullying & sexual
harassment policies in placeYesNo
7.I have a written termination procedure and policy in placeYesNo
8.My employees have been trained and understand that we do not accept discrimination, workplace bullying & sexual harassmentYesNo
9.Minor workplace issues are not taking to much of my timeYesNo
10.We have low employee turnover compared to our industry averageYesNo
11.I provide my employees with regular constructive feedback and reward them where appropriateYesNo
RATINGS
11 from 11well done
10 from 11well done, almost there
9 from 11very good and tie up loose ends
8 from 11good and you must tighten up these loose ends
7 from 10you have a high risk profile, take action
6 or less from 11remedial action urgently required to ‘protect’ your business
For more information see www.biz-momentum.com
About the Author
Philip Lye is Director of Biz Momentum Pty Ltd and provides professional management services for -
•Strategic Human Resource Management
•Employee Relations Advice
•Workplace Health & Safety Compliance Strategies
•Management Skills Training
Philip holds qualifications in Accounting, Leadership, Human Resource Management, Industrial Relations and is a qualified accountant.
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