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Does Your Leadership Development Secure Results?
Leadership, leadership development and leadership training are “Hot” issues in today’s business world. A recent Internet search uncovered over 44 million hits on leadership, over 20 million hits on leadership development and 15.7 million on...
Five Secrets to Showing Your Customers You Really Care
Five Secrets to Showing Your Customers You Really Care Copyright © Ed Sykes. All rights reserved During our recent online poll, we asked the following question: What upsets you the most when receiving poor customer service? Eighty percent of the...
Leadership and The Dirty Work
The airline, Jet Blue, has been featured in many magazines as a new company that has hard great results and success so far. A lot too has been mentioned about the challenges they face ahead and about the culture they created at the start and are...
Top Ten Daily Habits for Developing the Art of Leadership
Many people are born leaders, yet the ability to lead is actually an art and an amazing collection of skills which can be learned and sharpened. The following top ten daily habits will help you and/or your clients grow as a leader personally,...
Troubled Waters Require Capable Leaders at the Helm
Canada's lean leaders need to look beyond the horizon and chart the future
In stormy times, true leadership skills emerge, says Larry Coté, the President of Lean Advisors Inc. ( www.leanadvisors.com )
By Larry Coté
The rumbles on our...
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Human Resource Employee Risk Profile
HUMAN RESOURCE & INDUSTRIAL RELATIONS RISK CHECKLIST©
Employing workers is a risk but you can do something about ensuring your risks are minimised.
This Checklist should be used as a guide to assess your human resource management and industrial relations risks. It is intended to assist you identify your ‘risk profile’ and ‘potential exposures’ and with identification to take appropriate action to minimise these potential risks and exposures
Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select ‘No’ eg in Q1 if you have employment contracts for your employees and not for your management team then select ‘No’.
1.I have up to date employment contracts for all employees and managementYesNo
2.I induct all employees into the workplace using a documented processYesNo
3.I have fully documented human resources procedures and policies in placeYesNo
4.These policies and procedures are available to all employees and are regularly referred to, used and maintainedYesNo
5.I conduct a semi-annual performance management process with all employeesYesNo
6.I have documented grievance, discrimination, workplace bullying & sexual
harassment policies in placeYesNo
7.I have a written termination procedure and policy in placeYesNo
8.My employees have been trained and understand that we do not accept discrimination, workplace bullying & sexual harassmentYesNo
9.Minor workplace issues are not taking to much of my timeYesNo
10.We have low employee turnover compared to our industry averageYesNo
11.I provide my employees with regular constructive feedback and reward them where appropriateYesNo
RATINGS
11 from 11well done
10 from 11well done, almost there
9 from 11very good and tie up loose ends
8 from 11good and you must tighten up these loose ends
7 from 10you have a high risk profile, take action
6 or less from 11remedial action urgently required to ‘protect’ your business
For more information see www.biz-momentum.com
About the Author
Philip Lye is Director of Biz Momentum Pty Ltd and provides professional management services for -
•Strategic Human Resource Management
•Employee Relations Advice
•Workplace Health & Safety Compliance Strategies
•Management Skills Training
Philip holds qualifications in Accounting, Leadership, Human Resource Management, Industrial Relations and is a qualified accountant.
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