Retaining staff is really important for daycare centres due to the effect it can have on the children and their care. The childcare industry is know for having high staff turnover, but does anyone in...
What are the top HR software packages covering payroll, benefits, HR admin, training, performance, leave management, etc?
I've found HappyHR to be a fantastic solution for the whole scope of HR management solutions. The software enables you to manage the entire employee life cycle including onboarding, payroll, performance management, training and development, leave management and more.
The HappyHR software also has a range of integrations including Xero, MYOB and Quickbooks.
Just touching on Sonia's point, HappyHR has an Australian version of the software to ensure you are compliant with Australian HR law and regulations.
A positive company culture can lead to retention of skilled staff and a cohesive team. What can a business owner do to create a positive culture in a rapidly growing small business without...
I would say being intentional, especially when onboarding new staff regardless of their company position. Onboarding is the single most important time for you to expose new team members to what makes the company different.
This is true whether the onboarding is a small all-hands meeting (if the team is less than 20 people - to introduce the new team member) or a training video or the employee handbook. Your company culture should be included in all training material and early tasks.
Keep in mind, the company culture must be something the new team member can see in action while in the office (or using the company tools if the team is remote).
Ensure that you ask new team members proactively if they have any questions or feedback into how their onboarding process has been. If you have a bad onboarding experience, you may lose some good people early on (because they may take that as an indication that things are chaotic, unplanned or that employees aren't important).
Do you think your business is meeting its OHS/WHS obligations and if so, what are you spending in dollar terms per annum to meet these obligations? Are you confident that you are covered in the...
What is Workplace health and safety (WHS)?
Workplace Health and Safety (WHS), often referred to as Occupational Health and Safety (OH&S) involves the assessment and migration of risks that may impact the health, safety or welfare of those in your workplace. This may include the health and safety of your customers, employees, visitors, contractors, volunteers and suppliers. As a business owner there are legal requirements that you must comply with to ensure your workplace meets WHS obligations.
Benefits of WHS in your business
Creating a safe work environment is a legal requirement and critical to the long term success of your business. It can: help you retain staffmaximise employee productivityminimise injury and illness in the workplacereduce the costs of injury and workers’ compensationensure you meet your legal obligations and employee responsibilities.WHS obligations for business As a business owner you have legal responsibilities to implement health and safety practices in your workplace as soon as you start your business. You need to ensure that your business doesn't create health and safety problems for your employees, contractors, volunteers, visitors, customers or the public. Knowing and understanding WHS laws and how they apply to business will help you avoid unnecessary costs and damage to your business caused by workplace injury and illness. Under Australian WHS/OH&S legislation businesses are legally obliged to: provide safe work premisesassess risks and implement appropriate measures for controlling themensure safe use and handling of goods and substancesprovide and maintain safe machinery and materialsassess workplace layout and provide safe systems of workprovide a suitable working environment and facilitieshave insurance and workers compensation workers’ compensation insurance for your employees.
We are currently rebranding and rebuilding our front-end and I am evaluating what we can do to improve on page SEO.
Like Jef, I too have used UpWork/Elance for some time. Much less so these days, not because of any bad experiences, simply because I find it too hard to distinguish between a huge number of competing freelancers.
The platform I'm currently using for outsourced dev work is PeoplePerHour. I like the recommendations they provide and find their system much easier to work with.
Another I also recommend is Envato Studio. A lot of good WP designers and developers are available, each of whom is vetted before registering.
And it's this lack of third party quality control that's at the heart of the UpWork problem.
Write engaging copy in your recruitment ad that actually speaks to them. Marketing people are generally more outgoing personalities, sociable and with creative flair. You're essentially competing with advertising agencies so have a look at how they attract them.
Run your ads on marketing/advertising blogs such as Campaign Brief. Look beyond Seek. Also advertise your job on social media.
Think about what young people want - work-life balance (maybe offer flexi-time), a creative working space, a social atmosphere, being part of something they can be proud of (delivering quality work, corporate social responsibility efforts, working for a reputable company).
What steps have you, or do you plan to take regarding the above?
What a fabulous idea, are you getting a good response from both sides of the fence?