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?
Learning culture – Foster a learning culture where employees understand the need to continually learn to remain abreast of industry and technological advances.
Broader skill range – Create a broader skill and experiences range to ensure employees are able to adapt and embrace changing technology demands as required.
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.
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
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:
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 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.