No longer in use - HRAnywhere

25/08/2023

An exclusive cocktail networking event hosted by HRAnywhere in the newly refurbished Central Dandenong Holiday Inn.

25/08/2023

07/06/2023

Workplace culture is one of the number one factors contributing to employee well-being, staff retention, and productivity.

Often, though, whether you’re starting a business or managing an already existing one, culture creation can fall by the wayside. What’s a good place to start? Defining your values.

You can start defining culture by sitting down with employees and directors, suggesting, and refining a list of the business’s core values.

To learn more about building a positive workplace culture, contact us at [email protected]

05/06/2023

Employers can’t stop employees from drinking or using drugs outside work. However, they can discipline or terminate an employee whose alcohol or drug use impacts their work.

They can also prohibit them from using equipment that legally requires sobriety.

For consultation on whether you’re within your rights to take action about drinking or using drugs outside the workplace, contact us at [email protected] to book an appointment.

31/05/2023

Spotting signs of inappropriate substance use in the workplace helps you minimise risk to your employees and can help nip the problem in the bud.

Some common signs of substance use include taking more frequent or longer breaks, neglecting routine responsibilities, change in grooming/appearance, increased irritability, and decreased motor function.

For more information on preventing substance-related issues in the workplace, contact us at [email protected]

29/05/2023

When accidents occur in the workplace, responding promptly and correctly can save time, money and most importantly people’s lives.

First, remove any immediate dangers to yourself and others. Then, have someone attend to the worker’s wellbeing by applying First Aid and/or calling emergency services.

The next step is to record the incident in writing, and call your insurer. For help putting in place procedures for stressful situations, contact us at [email protected]

24/05/2023

Bullying in the workplace can be subtle, and many people miss the signs.

These can include administering negative feedback loudly and in a public place, excluding people from work meetings or emails, and constantly changing demands to undermine the victim’s work.

For more information on defining and protecting a positive workplace culture, contact us at [email protected]

23/05/2023

We often think about assessing physical risks in the workplace, but it’s also important to assess mental health risks.

These are sometimes known as psychosocial hazards. Common psychosocial hazards include verbal or written abuse from clients, consistently overflowing workload and remote or isolated work.

For help assessing and mitigating psychosocial hazards in your workplace, contact us at [email protected]

18/05/2023

A Workplace Health and Safety Committee can be run in many ways, but they’re not all equally effective. We recommend regular, short meetings held around once a month.

In these meetings, employees should be encouraged to put forward any concerns and managers should send out a contact report listing those concerns and the agreed upon safety measures to overcome those concerns after the meeting.

To learn more about how to make the most of a committee, contact us at [email protected]

16/05/2023

A Workplace Health and Safety Committee is a voluntary group consisting of workers and the people conducting the business or undertaking (PCBU).

A committee like this gives employees a formal voice on safety in the workplace.

If you are asked to form a committee by 5 or more workers, or a Health and Safety Representative, then you are obliged to do so.

To learn more about how to make the most of a committee like this, contact us at [email protected]

11/05/2023

An unavoidable part of work is giving and receiving feedback - getting it right can help define a positive workplace culture. There are some easy ways to make feedback a pain-free process. If you’re providing extensive feedback, it’s best to do it in a private place, to avoid embarrassment.

Wording is also important; instead of questioning someone’s work ethic or skill, keep criticisms to the work at hand. Empower your employees by providing them with positive steps to take next, so that there’s a way for them to rectify mistakes and feel a sense of improvement.

For more tips on giving and receiving feedback, contact us at [email protected]