Home' HR Monthly : November 2015 Contents 4
Meet some of the HR and legal professionals who have
contributed to the November issue.
The management of workplace complaints continues
to be difficult terrain for H R to navigate. However,
written policies and training about appropriate
workplace behaviou r and the employer’s expected
standards of conduct can assist in preventing or
minimising disputes from arising. HR personnel also
need to be prepared to conduct investigations into
workplace conflicts. A nd, if in doubt, seek guidance
– prevention is better than the cure!
Tis the season for office-party mishaps; Aaron shares tips on
how to prevent headaches the morning after, page 50.
One of the biggest challenges we hear from HR leaders
is how to effectively meet the needs of a mobile and
diverse workforce. Staff want training on their time.
That means training not only needs to be on-demand
and easy to consume but also engaging, personalised
and available on any device. A rming your business
with flexible and effective training solutions enables
a more qualified and engaged workforce, capable of
driving innovation and efficiency.
On page 46, Russell offers career advice for maximising
employee training and upgrading your HR learning tools.
The world of work is changing rapidly. Demographic
changes, globalisation and the increased use
of technology present us with challenges and
opportunities to re-imagine work in a way that works
for more people. That includes recognising that we
have a wider range of people in the workforce who
will not all want to work in traditional ways.
We need to overcome our stereotypes and biases to
make work work for everyone.
On page 46, Susan charts her journey and pulls out the
highlights of a career in law and advocacy.
TAMMY RYDER FAHRI,
PEOPLE, MINOR DKL
The main challenge is keeping pace with rapidly
growing business, and ensuring that we are developing
and nurturing top talent for the future growth
of our organisations. It’s particularly challenging
in hospitality, with such a diverse and transient
workforce, to keep employees engaged and to get
people to see hospitality as a career path, and then
harness that desire and develop them for the future.
Tammy reflects on the unique challenges and rewards of a career
in HR in the hospitality industry, page 54.
Q WHAT ARE THE BIGGEST ISSUES
IN TODAY’S WORKPLACES?
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