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Budgeting For Prosperity
Budgeting For Prosperity
Seven Steps to Follow To Achieve Financial Freedom
Without a sound financial plan, a business is doomed to failure - managing your personal finances is no different. A sound personal financial plan is crucial to...
How the Rich Invest Their Time
If you don’t seem to have enough time in your day, you might want to invest some of it and read this article to find out how to create more valuable time in your day. The rich are rich in part because they know how to invest their time wisely to...
Identifying, Creating and Using Your USP
What's your USP? Don't know, or worse still, you've never heard of it. USP is an acronym for Unique Selling Proposition. It's vital for every business to identify its inherent USP or if it can't identify it, to create it. If yours is a firm that...
Take a Break from Leave Administration
Sunninghill, South Africa, February, 2004 - Techcharge Software launches LeaveForms, a web-browser based, employee self-service, leave administration system. Companies that use paper-based leave systems can obtain a significant Return on...
The Importance of a Mentor
When I first started this long but exciting home business journey I didn't know which way was up. I had so many questions and absolutely zero answers. Where do I start? More important was how do I start? What to do, how to do it, where to look,...
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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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