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Driving Inclusiveness and Diversity

Driving Inclusiveness and Diversity

The recent NRL grand final saw American Hip Hop artist “Macklemore” raising more than the roof at ANZ stadium performing his pro same sex song “Same Love”. Macklemore’s outstanding and explosive performance highlighted the relevance of equality, inclusiveness and diversity for all people countrywide. Unfortunately, it also demonstrated how some prominent Australian’s still fail to accept and include others via their comments regarding this performance.

This may be likened to the workplace and the need for an inclusive and diverse workforce and for this to be championed by an organisation’s leaders. Without sufficient leaders to drive an inclusive and diverse organisation, the culture will not:

  • support diversity,
  • enable employees to thrive and progress or
  • attract and retain top talent.

So what can leaders do to support equality and drive an inclusive and diverse organisation?

For further information on driving diversity and inclusion at your workplace please contact a member of our team via our website www.nurturehrconsulting.com.au

Psychometric Assessments

Psychometric Assessments

Prior to hiring, wouldn’t you like to know what motivates and drives an individual, how they operate under pressure and how they interact with others on a day to day basis?

Psychometric assessments can be an effective, unbiassed means to assist with identifying an individual’s potential, career derailer’s and development opportunities.

What are the benefits of psychometric assessments

  • Predict job performance
    – Recruit the best fit for positions and organisations
  • Evaluate career challenges
    – Find and develop performance challenges and gaps
  • Identify potential
    – Discover untapped or prospective behaviour for the future of the organisation
  • Leadership development
    – Strategic development for a smart and productive leadership
  • Holistic personality understanding and evaluation
    – Discover individual’s motivations, core values and preferred learning methods.

A study by Craigen in 2014 of 238 financial representatives yielded a significant correlation between particular personality traits, motivations and interests with job performance and long-term success.

In 2016, a study by Furnham, Humphries & Zheng of 3,581 participants determined that personality traits of successful sales people also had the potential to hold successful managerial positions. This study focused on motivations, values and development areas and among other findings, researchers found Bold, Colourful, Affiliation and Power values were all positively correlated with later success. All of these values can be indicated via psychometric assessments that Nurture HR Consulting are qualified and experienced in.

Personality factors influence organisational effectiveness in a variety of areas- ranging from organisational culture and leadership to selection and effective team performance. Effectively, psychometric testing can help avoid the waste of money, time and effort that are the by-products of poor selection procedures and unplanned development activities.

For further information on psychometric tests and how Nurture HR Consulting can assist with this please contact Eva and the team via eva@nurturehrconsulting.com.au.

Furnham, A., Humphries, C. & Leung Zheng, E. (2016) Can successful sales people become successful managers? Differences in motives and derailers across two jobs. Consulting Psychology Journal: Practice and Research, 63, 252-268. DOI: 10.1037/cpb0000060

Craigen, K. A. (2014) Predicting job performance of financial representatives based on the harrison assessment talent management system (hats). The Sciences and Engineering, 75.

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

Organisational Culture: the catalyst for change in aged care!

Organisational Culture: the catalyst for change in aged care!

Recent reports and clients have drawn our attention to the haemorrhaging of employees across the Aged Care sector. The sector’s high turnover, depicts one in four personal carers spending less than one year with their current employer. (The Productivity Commission, 2011) as cited by (Aged and Community Services Australia, 2015).

High turnover presents significant disruptions to the quality and continuity of care and is extremely costly to an organisation’s reputation, social capital, organisational knowledge and skill level.

Practice indicates that employees in the Aged Care sector frequently:

  • Feel undervalued
  • Experience lack of support from managers
  • Are exposed to poor working conditions
  • Experience misalignment between the espoused versus enacted culture

Research demonstrates that organisations ensuring a supportive and collaborative culture have been linked to higher levels of care, as employees will be more inspired, motivated and equipped to satisfy and appropriately diagnose and treat their clients adhering to best practice and ethical standards (Arasz, 2016).

With healthcare costs rapidly increasing and job burnout at an all-time high, the core culture of an organisation is a key area of concern. Given this, it is recommended that organisations review their organisational culture to address their attraction and retention concerns.

What can organisations do to improve their workplace culture?

  1. Review their current culture
  2. Identify their desired culture
  3. Acknowledge and address gaps between the desired and current culture
  4. Commit to a new way of working
  5. Commence the journey on transitioning from the current to the desired culture
  6. Adhere to the journey and communicate your progress to your workforce

For more information on understanding and building your organisation’s culture 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

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