Home' HR Monthly : February 2015 Contents 10
AHRI LINKEDIN SPOTLIGHT
DISCUSSION TOPIC: INNOVATION IN HR
Started by Melissa Witheriff, director of innovation at Department of Transport
and Main Roads.
"What's the single most essential element if you are to deliver worthwhile and
lasting change? I'd love to know what the HR community thinks and whether
there are diverse views on this."
In December, many of our Brisbane-
based AHRI members were
saddened to learn of the passing of
executive recruiter and long-term
AHRI member Geoff Hines.
Those who knew Hines attested
to his involvement in wide-ranging
cultural, political and business
affairs, as well as to his larger-
He died in St Andrews War
Memorial Hospital following a
Kickstart your professional
development and career learnings
in 2015 by joining the AHRI
Whether you're a mentee
wanting to excel in your
current position, or a seasoned
professional looking to develop
your coaching and mentoring skills,
the program gives participants
valuable insights from the
sharing of advice, knowledge and
Intake one of the 2015 AHRI
mentoring program closes on
1 March 2015.
The program runs over a
for more information and to
WHAT DO YOU THINK?
Visit AHRI's LinkedIn discussion group to join the
conversation. Search Australian Human Resources Institute.
"In order for change to occur, one
must be open to new experiences."
Kate McCauley, membership ser vices
"Trust and engagement!
Employees with high levels of trust
in their leaders, and high levels of
engagement in their organisation,
will accept and embrace change."
Kylie Armstrong, Public Ser vice
"There are several critical
factors. Firstly, the change has
to carry genuine benefits for the
organisation and you need to help
key stakeholders see what's in it
for them. Create the link between
the change and their individual
success. Second, wherever
possible (and this runs into the
third factor), if you can involve
many parts of the organisation
in the design/implementation
of the change, you will increase
ownership of the change, and
ultimately give it a better chance
of success. Third, it is important
not to 'hold on' to change, but
to transition it to line managers
and empower your people to run
with it. Ultimately (I believe), a
change agent succeeds when the
organisation has been influenced
to adopt the change as core
business; change shouldn't
need you to stand there forever,
propping it up."
Matthew Francis, RSPCA Queensland
"Most important: having a
strategy for the elements. Too
many organisations (particularly
small ones) don't initiate change
with consideration given to its
impact, and having a strategy to
get through it."
John Meara, Australian Parachute
"To be able to draw a fairly
straight line between the
reason for the change (activities
undertaken) and the financial
performance of the business.
This can be via a number of
avenues: risk management,
culture development, org structure
changes, product or service
delivery, technological change,
But the benefits should be
clearly articulated up front,
and then results measured and
communicated. Easier said than
done, of course." Julianne May
"Interesting question... I can
think of many things I would like to
see change, but the one that is a
constant problem for me would be
data management. Although we
are computerised and have more
passwords than we care for, we
haven't eliminated the mountains
of hard copies still being used,
filed, archived and lost. I wish all
agencies, and laws applicable,
would accept the elimination
of paper copies. Then we can
concentrate on how to best protect
our data and our identities from
one stored source."
Maria Dimitropoulos, Rotman School of
Management, University of Toronto
Comments have been edited for print.
FOR INFORMATION on how AHRI
organisation membership can provide
your organisation and its people
with cost-effective access to relevant
HR knowledge and expertise, visit
ahri.com.au/organisation or contact
membership manager SARAH
HEMINGWAY on (03) 9918 9200.
BEING AN AHRI ORGANISATION
member shows clients and
partners that your company
values the ongoing professional
development, not just of its
HR and people management
employees, but of employees
across the entire organisation.
WELCOME NEW ORGANISATION MEMBERS
• INTEGRATEDLIVING AUSTRALIA LTD
• TJAPUKAI ABORIGINAL CULTURAL PARK
PROSPECT OF FINANCIAL
PEOPLE WILL AVOID
ROCKING THE BOAT
BY LODGING A COMPLAINT."
HR CONSULTANT KAREN GATELY
Turn to page 36 to hear four experts' thoughts
on the anti-bullying laws 12 months on.
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