New Year – New Opportunities !

Yes - it’s that time of year again ! We all review our past year! We look at all our successes and what we have achieved! We also consider how we might have done it better! We remember what things we had aimed for and not quite managed. And then of course, we make our “resolutions” for the year ahead ! What we would like to do differently. What we would like to change. What new challenges or projects we would like to take on! But when you are reviewing your past year, make it a POSITIVE review !! You are allowed to CONGRATULATE yourself and REVEL in your successes and achievements ! And these come in all aspects of your life. Make a list of all the positive, fun things that you enjoyed in the past year with regard to: ● Family and Friends ● Leisure Time ● Health ● Home ● Growth and Education ● Finances ● Work ● Community Congratulate yourself on your successes and remind yourself how you can enjoy even more successes in the year ahead ! Set yourself goals in each of the areas above (little steps are a good start) for your year ahead and review these as you travel through your year! Sometimes it is necessary to discard some things in order to make room for new and [...]

By |2017-09-05T21:09:43+10:00August 6th, 2017|0 Comments

How and when should I ask for a pay raise ?

Mind you – money is not always the only means of compensation and for some people, it is not the most IMPORTANT thing to create greater job satisfaction. When a job seeker begins a new role, there is a statutory period - “The Probationary Period” which is 12 weeks from start date. However, some companies write into their Terms of Employment that they have a 6 month Probationary Period and it is up to the job seeker to either accept this or not when taking the offer. Often an employer will begin a new starter on a particular rate and then review this after the Probationary Period. If this is what has been negotiated, it should be written into the Letter of Offer so that both parties are aware that this commitment has been made. The most common phrase relating to this is to make the “offer of review subject to performance” or similar. This does NOT ensure a review – so again it is up to the job seeker to either accept or refuse, or to renegotiate this review term, (or to believe that their performance will definitely credit a review by the employer!). Some companies will factor an “Annual review” into their terms of employment – so you need to know what that is likely to be and WHEN their annual review is made. I [...]

By |2017-09-05T21:32:21+10:00August 5th, 2017|0 Comments

How to HIRE more COST effectively and get the best

You need to manage your staff and workflow so that you get the best return on your money ! When employing staff, you can take a number of options: Permanent Employees Permanent Part Time Employees & Casuals Contract Employees On-Hire Employees The best results are not achieved through the “Traditional” way of employing all Permanent staff, the most effective results are in utilising a combination of all these types of employment. Permanent Employees are for “constant” and “essential” roles. You can utilise a combination of Permanent Part Time, Casual and Job Share employees to tap another market which creates good results for your bottom line while offering greater flexibility to another market of job seekers (I can elaborate on the differences in these categories for you) Contract Employees are for set projects or set periods of time within the workforce. On-Hire Employees are best utilised for overloads, peaks, absences, extended leave situations or for “testing” a potential candidate or a potential role. The best aspect of non-Permanent Employees is that you only pay for the hours that are actually worked creating greater cost efficiency. There are, however, other benefits which I can elaborate on at a later time. Today we have a different employment market. It is NOT EMPLOYER driven but rather an EMPLOYEE driven market. We have a shortage of good candidates and [...]

By |2017-09-05T21:27:43+10:00August 4th, 2017|0 Comments

Youth Un/Under Employment a Recent Meeting

Employers WANT to Employ more Youth: ● To Grow their businesses – planning for the future of the business – to carry it forwar ● To Keep up with the New Digital Era ● To inject new ideas and enthusiasm into their businesses ● To build their teams and businesses from the bottom up – both in relation to IQ and cost effectivity. ● They want to “train” new employees to further both the employee and the business. ● They still need Junior staff to perform junior roles most cost effectively – better time usage and cost effectivity rather than experienced more expensive staff Employers WANT to Educate their Staff: ● They WANT to employ more apprentices, trainees, graduates etc etc. ● They are happy to provide further training to their staff to build their teams and their businesses. ● Training provides greater satisfaction to the employees, greater stability as they complete their course and better opportunities to the employees within the coy. ● Training provides better skills set and resources for the employer ● Training provides greater levels of professionalism and participation for the coy. Employers WANT to work with the Government to Create Better Employment Conditions ● Employers are happy to engage with TAFE Colleges and Universities to provide training ● Employers are keen to take on Trainees and help their employees [...]

By |2017-09-05T21:19:41+10:00August 1st, 2017|0 Comments
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