Does your organisation sometimes base HR decisions on emotions, instincts or politics rather than data?
Every day, reams of data are created by your organisation that could help you make better people decisions. Decisions like: Who to hire? Who to promote? How to manage great staff or struggling staff? How to build high-performing teams?
But how do you turn all that data you’ve got – whether through CVs, staff surveys, or staff pay and performance data – into actionable insights? Here’s how.
Lawyers are warning that a recent decision by the Fair Work Commission should make employers “very cautious when attempting to classify their junior or low-paid employees as ‘award free’”.
While most employees in the NFP sector are covered by a Modern Award, if your organisation has previously assumed that some junior employees aren’t covered by an award, you’ll now need to reassess that – or potentially be faced with future underpayment claims.
Good staff are an NFP’s most important asset. And that means hiring them is one of the single most important functions of your organisation. But without a compelling and targeted job ad, you’re unlikely to find them.
So how do make your job ad really connect with your perfect candidate? Here are the three key things you need to consider.
If you work in HR or recruitment for an Australian NFP, chances are that you’re juggling a lot more than HR. According to EthicalJobs.com.au’s most recent survey of NFP employers, for organisations with an HR person, almost half (48%) of those staff have additional responsibilities on top of their HR responsibilities!
So how can you manage the diverse responsibilities of your roles when you need to be making an impact in so many areas?
Traditional, manual hiring approaches – the status quo – are causing delays and pitfalls that add risk and inefficiency to the recruiting process. For an industry reliant on the integrity of its people and bound by the restrictions of a limited budget, risk and inefficiency are two things NFP HR professionals cannot afford to ignore.
There are a number of ways recruitment can be improved in order to deliver greater value to both the recruiting team and your overall organisation. Here are three key steps.
Forget the gadgets and “lifehacks” to increase productivity – managers need to become coaches to get the best out of their employees. In practice there are four things managers should do during coaching.
HR policies may not be glamorous – and they are definitely the butt of endless jokes – but that doesn’t make them any less essential to a well-fuctioning organisation.
It does mean that writing or updating your organisation’s HR policies and procedures can easily slip to the bottom of your to-do list.
But not making time to look at your policies can cost you and your organisation, in both dollars and hours. So here are five tips to help you write more effective HR policies in your NFP.
Office buildings, where many Australians spend most of their waking hours, can cause real health issues. Cubicles in offices usually consist of partitions made of particle board and vinyl carpet, synthetic flooring, a particle board desk and plastic or synthetic office chair, mostly lit by artificial lighting.
One excellent way to combat both sick days and stress is by filling your office with plants. Ideally, you want plants that will “scrub” the air of pathogens, improve the office’s mix of bacteria, and survive in low light with little care.
Great managers are critical to an organisation’s ability to make an impact. They drive staff engagement, set the tone for the organisation’s culture, have a significant impact on staff retention and much more.
But what does a great manager or team leader look like on paper – or in an interview?
At the end of 2017 we asked our NFP People community that question, and received some excellent and useful advice from NFPs across the country – advice you can apply to your recruitment processes today.
Happy New Year! As we’ve ticked over into 2018, your organisation has likely done some strategic planning around your people and culture goals for the year ahead – and how you plan to achieve them.
But have you considered how the changing external world will impact on these goals, and the future of people in your organisation?