Insights & News Archives - The HR Landscape
A workflow (job) analysis is the process of identifying what tasks, activities and processes take place in order to achieve outputs. This analysis aims to uncover any inefficiencies, duplication/repetition or barriers in process, function or task to determine how an organisation can be more effective …Read More
Analysts predict more than 1 million Australians will lose their job by November 2020 as result of Covid-19 and subsequent economic shutdowns.
Employers have been given greater powers to exercise workforce cost savings through temporary Award legislation amendments as a result of Covid-19, with employers applying …
Many employers are standing down employees amid the coronavirus pandemic. However, the Fairwork Ombudsman states that employers should exercise the option to stand down cautiously, because if they stand down their employees unlawfully, their employees may be able to recover unpaid wages.
This is due to …
Showcasing our earlier work series.
The HR Landscape was fortunate to support the Australian Competition and Consumer Commission (ACCC) in the design and facilitate of a three day in-country workshop to raise awareness and skills related to the selection, development and delivery of in-house training for regulators …
As we celebrate International Women’s Day 2020 and the positive progress made around the world to improve gender equality, it’s important to revisit current work practices. Legislation and social movements continue to highlight the need for business to shift its focus on improve gender equality …Read More
As part of our consulting work, we come across some interesting workplace environments. Some with exceptional leaders and others that need to work harder than most in shifting leadership behaviours in order to bring about improved business outcomes.
If your employee surveys are highlighting engagement issues, …
We research widely to inform our approach and advisory services. Time and time again we come across an article that encapsulates very simply what it truly means to be a leader. Mike Myatt and his summation of Miguel Helft’s assessment of a former Fortune 500 …Read More
Obedience to Authority – A Workplace Study
Obedience is a form of social influence where an individual acts in response to a direct order from another individual, who is usually an authority figure. It is assumed that without such an order the person would not have …
Improving performance starts with a good strategy to which structure, jobs, staff, business systems, processes and associated people and culture work practices are aligned. We call this organistional design.
When you know what you need to achieve and why you need to achieve it, then the …
The HR Landscape is pleased to be supporting Victory Offices, a publicly listed company on the Australian stock Exchange, in optimising employee engagement and workplace practices.
Victory Offices is the incubator of business success providing unique spaces, lounges, and opportunities for Members to future proof their …
Registrations are now open! Our 2 day workshop and 1 day master classes provide great development opportunities you can attend or extend to your team and colleagues.
Check our programs on https://www.thehrlandscape.com.au/public-training-programs/
Customer Experience guaranteed:
A game changer for Board and Managers in terms of organisational design and change …
Benefit realisation and effectiveness of organisational change is a means of ensuring business outcomes are fully realised when people choose to opt into the future state. When the people side of change is overlooked, organisations need to work harder in understanding why the adoption of new work …Read More
We explored a few approaches to people and change management in our recent presentation to students studying Masters of Management at the University of Melbourne, but we also focused on the ‘real’ challenges businesses are faced with when dealing with change and the importance of …Read More
Our Director Kez Tacar will be presenting to students of University of Melbourne’s Masters of Management class this coming Monday. Kez will be sharing her experiences to support students leanings on People and Change (strategy & organisational change).Read More
Change is a process. Employees are comfortable with and prefer the current state. Transitioning through change creates stress and anxiety. In most cases, the future state is unknown or not well understood. In reality, each impacted employee has his or her own current and future …Read More
We thought we’d share some feedback we received recently from a group of managers who attended our Emerging Leaders (Frontline Manager) program last month.
Overall assessment of program – 45% Excellent / 55% Very Good
Overall assessment of facilitation – 64% Excellent / 36% Very Good
Executive coaching is a solution-focussed approach to assisting individuals or teams to draw on their strengths and perform at their best. Executive coaches work with people to broaden their perspectives, increase their self awareness and craft strategies that will work for them in their particular …Read More
Success rate of change programs are not great. It’s in the execution that most fail. So how do you implement change and manage the complexities of human behaviour, when change is so personal?
The successful implementation of change is dependent on the way that people understand …
image: Good Boss / Bad Boss
To stay relevant, organisations require employees who are willing and able to perform at optimal levels. This isn’t something you can mandate. It requires leadership and management capabilities to create opportunities that are meaningful to the employee. According to the numerous …
The HR Landscape was recently engaged by a health services provider (government) to review the effectiveness of an implemented departmental restructure change process. The purpose of the review was to understand why the benefits of the changes had not been realised. Overall staff were less engaged …Read More
There are many internal and external factors that influences an organisations strategic direction and ultimately how they are structured. Some of these factors are unavoidable but many can be foreseen and appropriately managed with the right planning. Internal workforce challenges however, aren’t that straight forward. …Read More
Giving and receiving feedback is a key process for many organisations seeking to develop individuals and teams.
It offers insight into individual performance and leadership effectiveness. When specific feedback is received you know exactly what you did well, so you can replicate it and know exactly …
A Leadership reflection: “So this is Christmas and what have you done? Another year over and a new one just begun…”
It’s that time of the year where we reflect on our achievements and start to plan forward on opportunities and challenges learnt for a better or different year ahead.
At The HR Landscape, 2014 has been an extraordinary year supporting extraordinary leaders in realising their full …
Attention Executive Officers. Are you seeking to build a unified leadership team in order to achieve strategic outcomes? Are behaviours getting in the way? Do you have a strategic imperative that needs to be addressed but progress is minimal because everyone is not on the same page?
The challenges cited above are some of the most common experienced by Chief Executives. Since 2007, The HR Landscape has supported many organisations through change and capability building programmes. With demand growing for such services we have designed a programme called ‘One Team’ to assist Executives and teams explore opportunities for change in culture and behaviours and to build sustainable strategies for improving individual, team and organisational performanceRead More
70% of change programs fail and 90% of the reasons for those failures are directly related to people.
It’s in the execution that most fail. So how do you implement change and manage the complexities of human behaviour, when change is so personal?
Presenting credible and reliable HR analytics with preventative strategies aligned with strategic business outcomes will significantly build greater awareness but above all, HR reports will become as important if not THE most important insight the business has of its performance.
Introducing meaningful and credible HR analytics …
We have been fortunate enough to draw on BlessingWhite’s XModel of Engagement to show case the various levels of employee engagement as part of our organisational change and development programs . Our blog is a snippet of the model and the five levels of employee engagement.Read More
On 28th March, Senator the Hon Eric Abertz launched the new Commonwealth Public Sector Workplace Bargaining Policy. In his press release, Senator the Hon Eric Abertz emphasised that the new and improved Government Bargaining Framework is designed to enable taxpayers to receive greater value for …Read More
Further to our popular post on ‘Critical HR issues in the devolution of people management duties to line managers’, we have developed six proven approaches in which HR professionals can implement to ensure improved stakeholder relationships and uptake of HR duties by line managers.
Identify and …Read More
With a new normal and continued unprecedented global events, organisations are requiring their HR teams to act quickly and more strategically in terms of how and to what extent devolution of HR tasks to line managers are to be deployed. In such markets, line managers …Read More
Over the years, particularly in the last decade, knowledge management has become a critical focal point for organisations desperate to maintain market share. This phenomenon is not only exasperated by the fact that our population is ageing, but as the war for talent intensifies, greater …Read More
The following interview, conducted by Karen Elmhirst with Jack Zenger is a condensed version of HR.com’s live, one-hour online learning seminar, which was also broadcast on Voice America Internet Radio.
Jack Zenger is co-founder of the Extraordinary Performance Group, a broad scale provider of consulting, research, …
THRL was engaged to guide the Authority through an organisational wide change process to improve the performance and capability of the organisation which included the alignment and redesign of internal structure; business systems and culture with the organisations strategic direction to ensure a more integrated delivery model with key stakeholder groups (private and public land owners, local communities and government) and new and improved funding streams from corporate and philanthropic was achievedRead More
THRL was engaged to undertake a review of organisational structure and design a new functional structure which best enabled this Government agency to successfully achieve strategic outcomes. THRL was also engaged in addressing various long term performance issues across technical and management rolesRead More
THRL was engaged to undertake a review of existing processes and provide recommendations to improve the performance of the contact centre in order to meet the contractual obligations with a leading telecommunications supplier.Read More
THRL was engaged to undertake a comprehensive review the Operations divisional structure and make recommendations for a new, more effective functional structure aimed at improving operational capability and performanceRead More
THRL was engaged to undertake a review and redesign of the overall quality of position descriptions against best practice models. The reformatting and upgrade required the integration of corporate values and behavioursRead More
THRL was engaged to assist with the ongoing restructuring process across HR, Finance, IT and two technical driven, highly regulated program units. The project involved a comprehensive review of all functions through work flow analysis, the design of jobs and subsequent implementation of the new structure resulting in the right people in the right places. Some staff were required to accept changed roles and responsibilities. This process involved considerable change in the way work was undertakenRead More
Following the successful implementation of an organisational wide restructure for its’ sister organisation, THRL was engaged by the parent Agency to undertake a review of the legal services division to ensure relevant resources and structures were utilised to support the legal services requirements of both Agencies and the feasibility of in-house vs outsourcingRead More
THRL was engaged to undertake a comprehensive review of the built assets across Regional Victoria to ensure greater efficiencies and cost savings was achieved. Additionally a review of base line alignments across two separate organisations was successfully undertaken as a result of a pending amalgamationRead More