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Staying abreast of technolgy

Staying abreast of technolgy

Following the 2017 Budget, the announcement of a $100 million fund being pumped into the automotive supply chain business has hit like a thunder bolt.

This funding assistance for the car manufacturing industry will assist manufacturing organisations to increase technology skills across their workforces in preparation for changing careers.

Fostering technology skills can be actioned over the entire employee life-cycle to ensure relevance and success for future growth and sustainability, both for the employee and the organisation.

What are some of the things organisations can do to foster skill increases in technology?

  1. Learning culture – Foster a learning culture where employees understand the need to continually learn to remain abreast of industry and technological advances.
  2. Broader skill range – Create a broader skill and experiences range to ensure employees are able to adapt and embrace changing technology demands as required.
  3. Multiple minds – Encouraging and rewarding a diverse range of mindsets, decision making can assist with generating a greater suite of ideas and suggestions to drive the organisation forward through the embracing of new and improved technologies.

For more information please contact a member of the team at Nurture HR Consulting. www.nurturehrconsuting.com.au

Mental Health in the Workplace

Mental Health in the Workplace

Recently I was asked how frequently my consultancy comes across mental health concerns in the workplace, within the same day I also spoke to a client about mental health in the workplace.

This led me to ask the question – are we as HR professionals doing all we can to assist organisations in supporting and addressing mental health in the workplace?

So what can we do to assist workplaces?

  • Communicating the relevance and impact of mental health to the workplace
  • Providing education to leaders and employees on how to identify and support mental health concerns
  • Actively supporting individuals with mental health in returning to the workplace
  • Driving a diverse and open culture in the workplace where mental health is openly spoken about
  • Minimising stigma and stereotypes about mental health
  • Ensuring workloads are manageable
  • Designing roles and workplaces to reduce exposure to mental health concerns
  • Making resources about mental health available to the workforce
  • Building personal resilience within a workforce
  • Reviewing and updating policies and procedures
  • Proactively maintaining the conversation about mental health and wellness in the workplace
  • Promoting early intervention and facilitating this
  • Being available and responsive to assist employees and leaders with mental health concerns when they are identified

For more information on how to assist workplaces with mental health wellbeing please contact Eva and her team at eva@nurturehrconsulting.com.au

What does an ageing workforce mean for employers?

What does an ageing workforce mean for employers?

The constant and evolving organisational landscape often sees organisations face a plethora of challenges to keep up, maintain relevance and competitive advantage. With Australia’s population ageing and facing retirement, a number of conflicts present themselves to the workplace including:

  • Australian businesses are facing the task of retaining talent, maintaining knowledge, and key skills and subsequently performance and workplace productivity in a tight labour market and
  • Age discrimination (unfortunately) is still evident, in particular during recruitment drives, with mature candidates often being overlooked for their younger counterparts.

It is an organisations best interest to ensure its leaders play a key role in retaining knowledge and skills from more mature employees, whilst recognising the benefits of hiring mature employees.

Some initiatives to do this include:an-ageing-workforce-18112016-1

For further information on what your organisation could do to retain mature workers and reduce stereotypes, please contact Eva and her team via Email: eva@nurturehrconsulting.com.au or Phone: 02 43 125 120.

Outplacement and Career Transition

Outplacement and Career Transition

What is outplacement and career transition?

Outplacement is the provision of support for employees whose roles have been declared redundant to assist them in transitioning to a new career or new role.

Support occurs through:

  • Assisting an individual in better understanding what motivates or drives them and what career / role they may be better suited to or have a preference
  • Understanding networking; including how to network using traditional techniques and digital mediums
  • Assistance with developing and or updating resumes and application letters
  • Interview techniques and
  • Emotional support

Outplacement benefits both the transitioning employee and the organisation they are leaving. This is achieved via an employee receiving the practical and emotional support they require, plus the organisation being sure they have provided all that was within their realm to assist the transitioning employee in securing future work and or meeting their career aspirations.

For further information on outplacement please contact Eva and her team via
email eva@nurturehrconsulting.com.au or phone on 43 125 120.

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