Home' HR Monthly : April 2017 Contents 14
CH: What are the key things that you tell
organisations when you begin working
with them on transformation?
ED: One of the reasons why many
transformations fail is that they don’t
systemically ingrain the collaborative
behaviours required to be successful.
Connectional intelligence is the methodology
that enables you to measure, ingrain and
sustain high-value collaboration, to ensure
the success of your transformation.
Many organisations believe that more
collaboration is better. But teams can
collaborate so much that they get nothing done.
CH: What are the connections we should be
making that will make a difference?
ED: Open yourself up to new people and ideas.
This means connecting with people of different
cultures, different backgrounds, in different
disciplines and of different ages.
Often when we’re young we stick together,
but connectional intelligence is all about
bridging generations and bridging skill sets. We
all have something to teach each other and the
idea that might revolutionise your normal way
of operating is probably not going to come from
someone who has exactly the same lifestyle as
you, or who thinks like you do.
CH: In your work, what do you see as areas
where HR teams are innovating, and where is
there room for improvement?
ED: Many HR teams have leveraged survey
and assessment tools to improve engagement
and cultural initiative. The nex t big opportunity
for H R is to leverage the power of predictive
analytics. In my work as CEO of Cotential,
we help organisations measure and predict
performance, leveraging communications data
such as Outlook, Skype and other tools.
CH: Does everything have to be innovative?
ED: No. L everage what’s been done before.
We don’t all need to come up with that million-
dollar idea and we might waste a lot of time
thinking about it. You don’t have to reinvent
the wheel to be successful. Think about where
your passion lies and then look at what already
exists. Be open to the various ways people are
already taking action and learn to work with
them in new ways.
CH: Looking to the future, what are the
workplace trends for 2017? What will successful
organisations be doing well?
ED: The number one key trend is that every
company is trying to become a digital company.
Another trend is moving from abu ndant
knowledge sharing (but isolated within silos),
to extending knowledge sharing, engagement
and networking, beyond traditional cohorts on
a systematic level.
I see a shift from networking and
connections built within clearly designated
events (with a lack of continuous engagement),
to creating continuous collaborations that move
beyond traditional networks.
The truth is that, much as we might want it
to be, simply building a network does not lead
to measurable change. The key is how you use
that network. •••
“We all have
something to teach
each other and the
idea that might
ordinary way of
operating is probably
not going to come
from someone who
has the same lifestyle
as you.” ERICA DHAWAN
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and HR experts at the AHRI National Convention
and Exhibition in Sydney (21 − 23 August
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PROVIDE KEY SUPPORT
This Australian organisation operates in a diverse range of business
areas across all states. Passionate about delivering outcomes, its
high performing HR team require an HR Advisor to join the Sydney
CBD office. You’ll provide HR advice and recruitment support to
managers and employees across the organisation, coach managers
on employee case management such as disciplinary and performance
You’ll also support managers to interpret awards and enterprise
agreements, assist with the review and updating of HR policies
and rolling out processes. This position is fast paced and you’ll
thrive in this type of work environment as well as possess excellent
stakeholder management and communication skills and have strong
knowledge of relevant legislation awards.
You must have suitable tertiary
qualifications, proven experience
in case management and be
confident in providing advice and
support in disciplinary performance
and grievance matters.
Contact Natalie Clark
or 02 8226 9695.
APPLY YOUR EXPERTISE
This industry leading utilities organisation is seeking a Recruitment
Specialist to join its team on a permanent basis. Utilising your
expertise in talent acquisition, you’ll support the business with a wide
range of recruitment initiatives during the company’s significant
period of growth.
Reporting to the senior HR Manager and consulting with senior
stakeholders, you’ll encompass a variety of challenges at all stages
of the recruitment life cycle and oversee high volume recruitment
operations with about 70% being white collar roles and around 30%
being blue collar roles. You must have prior experience as a talent
acquisition specialist and in an internal recruitment role. You’ll also
have excellent sourcing sills and a strategic approach to sourcing
candidates outside the usual measures.
This is a great opportunity to be
part of a dynamic, fast paced
work environment with a friendly
supportive team. Also on offer is a
competitive salary with an annual
bonus and other benefits.
Contact Justin Logue
or 03 9604 9615.
23/03/2017 2:13 PM
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