Newsletters

HRM Consulting – Newsletter July 2009,

Special Edition…

Welcome to the inaugural HRM Consulting Services Newsletter. This is the first edition of the monthly newsletter in which we will update you on changes in the world of HR and/or advise you of upcoming events.

In this first edition, I am happy to let you know that we have re-branded the business and at the same time we have developed a new ‘wicked’ website www.hrmconsulting.com.au go on line and familiarise yourself with all the services HRM can provide your business.

In this month’s edition we have provided information regarding:-

-        Services provided at HRM Consulting,

-        Special Note regarding the Federal Governments Fair Work Bill 2009, which is due to commence from the 1^st July 2009,

-        Just a Thought (a word for the desk of HRM)!!!

Services Provided… HRM Consulting services is made up of professionals who have been working in their [respective] fields for far too long to admit in this forum.   Notwithstanding the collective experience of this team will be more than capable of assisting you with the following services:-

-        Workplace Relations,

-        Occupational Health & Safety,

-        Recruitment & Selection,

-        Training & Development,

-        Performance Management,

-        Remuneration & Benefits,

-        Outplacement & Transitional Management,

…in addition to these, we can also assist you with  your Legislative Requirements; Strategic Planning; Policy Development and Organisational Design.

HRM has been actively assisting a number of organisations with any number of these services, and so will be well equipped to assist you with your HR needs today, tomorrow and well into the future

Fair Work Bill – 2009… On the 20th March 2009, the Federal Governments Fair Work Bill passed through the Senate, and with this, the wheels were set in motion for its implementation, which occurs on the 1st July 2009. When reading commentary on this legislation we are told that the introduction of the Act has practical implications for businesses across Australia, as ‘Forward with Fairness’ aims to strike a balance between fairness and flexibility at work!

This Bill continues with the plan to have a ‘National Industrial System’ which was a big part of the ‘WorkChoices’ philosophy. The idea of removing complexity from the Industrial system (with regards to competing federal and state legislation) was an element that was favoured by employers and employees alike.

Bear in mind though, that before the Fair Work Bill takes effect, the Government will introduce two more pieces of legislation. The first is the Fair Work (Transitional Provisions and Consequential Amendments) Bill 2009, which was tabled on the 19th March 2009. This refers to the transition from the current system to the new. The second, recently passed through parliament, deals with the consequential amendments to other federal laws and/or referrals of power by the States.

With all the publicity surrounding the introduction of the Fair Work Bill, there of course has been much discussion in and out of the workplace. Whilst the level of discussion varies, one aspect seems to remain, and that is, what impact will these changes have on me and/or my business?

For some this appears to be a very real problem… a recent survey conducted on small to medium enterprises (SME’s) identified that;-

·         80% of these companies are not ready for the introduction of the new workplace laws,

·         some 45% of SME’s were unprepared or uncertain about how the changes would affect their businesses,

·         30% had a little or no understanding of their obligations under the legislation,

·         50% were rather concerned, or at least somewhat concerned about the changes.

Considering the above, it’s obvious that we still have some way to go to prepare for the implementation of the Fair Work Bill. However, it is of paramount importance for the effective running of HR practices in any business, that its managers understand and properly implement this type of legislation.

Organisations and their managers cannot ignore this [The Fair Work Bill] and therefore must familiarise themselves with the facts, in addition to juggling a number of other business decisions (especially those brought about by the impacts of the current economic climate)!  

Just a Thought… we appreciate that in these current ‘economic’ times, companies are trying as best as they can to not only ensure the financial viability of  their business, but the security of employment for their team.

Unfortunately, as we have seen, the answer for some has been to reduce staff numbers which of course means Redundancies!!!   This of course generally has a dour impact on everyone concerned…

Consider this… the organisation implements a number of strategies including training – job share – enforced leave and the like, to reduce some of the burden.   Thinking of such initiatives will help you when the peaks return… it will also help to build a loyal team as they can see and will appreciate the Company are doing what they can to help them.

As we have seen in other dramatic events, the downturn changes and skilled people will be required within the business.   If the business has made team members redundant, they will have to start a recruitment drive that can be costly and take some time (which the Company may not have).

Before we make the decision to reduce staff numbers, maybe we should look at the alternatives!!!!

If you would like any further information regarding the information contained within this Newsletter and/or any other HR Matter, please don’t hesitate in contacting us at contact@hrmconsulting.com.au or you can call John direct on 0419 738 735.

Remember at HRM Consulting, we help grow your business through smart solutions for your most valuable resource: your people!