Study Human Resource Management Online | College For Adult Learning

A career in Human Resources is a rewarding career path involving working directly with employees and organisations to improve a business through effective people management. The HR department plays a vital role in any organisation, tasked with creating a strong workplace for all. This can include managing the company’s hiring, training, and employment law requirements.

Organisational development and change management are two core parts of the business that go hand in hand with human resource management. Organisational development mainly focuses on how the workforce propels business performance, and change management focuses on successfully driving structural, strategic, or operational change within a company.

Those new to the industry or ready to progress their career can benefit from an accredited online Human Resources course. Expanding on your industry experience and existing interpersonal skills while undertaking an online course in HR will set you apart.

Study Human Resources Online

You can complete a full training pathway from start to finish with the College for Adult Learning. By starting with an accredited Certificate IV in Human Resources, you can enter the HR industry or bolster your existing skills.

If you’re looking for a change management course or training in culture, an Organisational Development Diploma will teach you the skills to create workplace change to better improve employees’ work lives while creating a workforce that will meet the business’s goals.

For those serious about HR Management, a Human Resources Management Diploma is your next step to combine your hands-on experience with the knowledge and expertise of a nationally recognised qualification. Those ready for strategic, C-level, or Directorship roles, can move straight into an Advanced Diploma of Human Resources Management.

Advanced Diploma of

Human Resource Management

BSB60320

Become a qualified Human Resources Director with strategic HR, leadership and risk management skills designed to equip you with the skills required to progress into senior HR management.

Delivery

100% Online Learning

Duration

Approx 18-20 months part-time

Approx 18 months full-time

Outcomes

Human Resources Manager$94,000

Senior Human Resources Manager $125,000

Human Resources Director$151,000

Learn more

Diploma of

Business (Organisational Development)

BSB50120

Develop your organisational development skills and become a confident people and culture manager or organisation development consultant with essential change management, communication and leadership skills in this organisational development online course.

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Organisational Development Specialist$97,000

Change Manager$155,000

People and Culture Manager$125,000

Learn more

Diploma of

Human Resource Management + Pathway Package

BSB50320

Become a qualified Human Resources Manager, learning how to manage and support the people in your organisation. Increase your HR skillset and prepare to move into a higher-level managerial role.

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Human Resources Coordinator$80,000

Human Resources Manager$94,000

Senior Human Resources Generalist$90,000

Learn more

Diploma of

Human Resource Management

BSB50320

Become a qualified Human Resource Manager, learning how to get the most out of your people and implementing strategies to achieve your company goals. Increase your HR skill set and prepare to move into a higher-level managerial role.

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Human Resources Coordinator$80,000

Human Resources Manager$94,000

Human Resources Generalist$90,000

Learn more

Certificate IV in

Human Resource Management

BSB40420

Begin your HR career with this qualification – ideal for those new to HR, or for HR or Payroll Officers to formalise their learning. Increase your HR skills, learning to promote team cohesion, organise recruitment and induction processes, and implement WHS policies.

Delivery

100% Online Learning

Duration

Approx 12 months part-time

Approx 8 months full-time

Outcomes

Human Resources Assistant$54,000

Human Resources Administrator$65,000

Payroll Supervisor$79,000

Learn more

Advanced Diploma of

Human Resource Management

BSB60320

Become a qualified Human Resources Director with strategic HR, leadership and risk management skills designed to equip you with the skills required to progress into senior HR management.

Delivery

100% Online Learning

Duration

Approx 18-20 months part-time

Approx 18 months full-time

Outcomes

Human Resources Manager$94,000

Senior Human Resources Manager $125,000

Human Resources Director$151,000

Learn more

Diploma of

Business (Organisational Development)

BSB50120

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Organisational Development Specialist$97,000

Change Manager$155,000

People and Culture Manager$125,000

Learn more

Certificate IV in

Human Resource Management

BSB40420

Delivery

100% Online Learning

Duration

Approx 12 months part-time

Approx 8 months full-time

Outcomes

Human Resources Assistant$54,000

Human Resources Administrator$65,000

Payroll Supervisor$79,000

Learn more

Diploma of

Human Resource Management + Pathway Package

BSB50320

Become a qualified Human Resources Manager, learning how to manage and support the people in your organisation. Increase your HR skillset and prepare to move into a higher-level managerial role.

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Human Resources Coordinator$80,000

Human Resources Manager$94,000

Senior Human Resources Generalist$90,000

Learn more

Diploma of

Human Resource Management

BSB50320

Delivery

100% Online Learning

Duration

Approx 14-16 months part-time

Approx 12 months full-time

Outcomes

Human Resources Coordinator$80,000

Human Resources Manager$94,000

Human Resources Generalist$90,000

Learn more

Setting the standard in HR

AHRI is the peak industry body representing more than 20,000 human resources professionals in Australia, and around the world.

Australian Human Resources Institute Accreditation (AHRI)

For the second time in a row, CAL has received accreditation for our HR Diploma courses, Diploma of Human Resource Management (BSB50320) and the superseded Diploma of Human Resources Management (BSB50618) course from the Australian Human Resources Institute (AHRI).

CAL was the first RTO to get our course accredited in 2020 and are currently one of the only RTOs offering an AHRI-accredited Diploma of Human Resource Management.

Meeting the criteria for course accreditation is the ultimate recognition that the diploma core units map onto the AHRI Model of Excellence for HR Practitioners and Academics, an internationally recognised benchmark of best-practice standards in the Human Resources industry.

AHRI Memberships for CAL Students

We're excited to offer students studying Human Resources with CAL a full rebate for a FREE one-year AHRI Associate or Professional Membership.

Depending on which course you're studying and the membership level you're eligible for, membership benefits may include:

Exclusive resources and professional development events to help you become job-ready
Free member-only networking forums to build your professional network
Electronic or printed copy of the HRM monthly magazine
Access to ASK:AHRI Helpline
Exclusive discounted short courses
Opportunity to undertake the certification program to become recognised as an AHRI Certified HR Practitioner (CPHR)

Learn more about studying Human Resources

Frequently Asked Questions about Human Resources

Can I study a Human Resource Management course online?

A Human Resources Management course can be studied online in your own time. By learning at your own pace, you’re not held back by the speed of the classroom, and with a flexible study schedule, you can take a break from your studies and pick them up again later.

Whether you’re looking to upskill, change careers or kick start a new pathway, studying Human Resource Management online is a smart choice to earn the practical skills you need to excel, paired with the flexibility to study when and where it suits you.

What course do I need to be a Human Resource Manager?

Becoming a Human Resource Manager usually needs at least a Diploma-level qualification coupled with a few years of experience to be taken seriously in the industry. A Diploma of Human Resource Management (BSB50320) course will teach relevant technical skills and know-how like people management, risk management, work health and safety, as well as the transferable people and business management skills essential for getting ahead in the HR industry. Industry experience is strongly recommended, with most professionals having two years of experience before undertaking a Human Resources Diploma.

Do I need a degree to be a Human Resource Manager?

While a degree is not necessary to succeed in a career in HR, a Diploma of Human Resource Management (BSB50320) will put you on the right path. This course will teach you the skills to lead in this industry and show employers you have both the expertise and technical skills to be a strong HR manager.

How long does it take to study Human Resource & Organisational Management courses?

A Diploma course can take approximately 12 months to complete if studying full-time, Certificate IV courses can be as short as 10 months full-time, while you should expect around 18 months to complete an Advanced Diploma. The duration of your qualification also depends on how many hours you put in each week to study. However, at CAL all students are offered a generous 24-month enrolment period to complete their Human Resources & Organisational Management qualifications at their own pace.

What are the best Organisational Development courses to study in Australia?

The best Organisational Development courses to study are vocational qualifications, including the Diploma of Business (Organisational Development) (BSB50120).

Getting qualified with a Nationally Recognised course demonstrates a level of skill that employers can rely on, with the right combination of practical skills and interpersonal capabilities to move up the career ladder and apply your knowledge in a variety of roles and sectors relating to Organisational Development.

What skills will an Organisational Development course give me?

Our Organisational Development courses are designed to equip you with technical and interpersonal skills you need to be successful in your Organisational Development career. A qualification in Organisational Development will demonstrate that you have the key skills to get ahead, including:

Change management,
Policy development, and
Budgeting.

Do you need to study a Human Resources course to become a Human Resources Assistant?

Getting a Human Resources Assistant role in the HR industry is a key first step in your career. Studying Certificate IV in Human Resource Management (BSB40420) will give you the foundation skills you need to kickstart your career and apply practical skills like building positive workplace culture and effective team-management straight into your job. With a few years experience, the right set of hands-on skills and a recognised Human Resources qualification, you can look to make the move into becoming a Human Resources Manager, or other managerial roles in the industry.

Do you need to study a Human Resource Management course to become a Human Resources Director?

Becoming a Human Resources Director usually needs at least an Advanced Diploma-level qualification coupled with a few years’ experience to be taken seriously in the industry. A Human Resource Management course will teach the relevant technical skills and know-how like liaising effectively with stakeholders and managers, and high-level problem solving abilities, as well as the transferable people and business management skills essential for getting ahead in the human resources industry. Industry experience is strongly recommended, with most professionals having two years of experience before undertaking a Human Resource Management Advanced Diploma.

The average salary for Human Resources Managers

16%

Job growth over the next 5 years

75%

Proportion of managers with at least a Diploma qualification

Your future in Human Resources

Human Resources is the perfect career pathway for those looking to work in a challenging but rewarding career. Becoming an HR professional will see you as a critical component in creating and maintaining the work standards for employees while fostering a positive work environment.

To succeed in a career in human resources, skills in employee relations, project management, and finance will set you apart. Human resource management also suits those with strong interpersonal and communication skills and those who can manage conflicts that arise and have a high level of empathy.

A human resources or organisational development qualification will lead you into roles across HR and change management. Find out where a career in Human Resources can take you.

Discover your future here

About Human Resources

How to become a human resources manager

Typically, you become a human resources manager with a combination of education and experience. Often, a Diploma of Human Resource Management (BSB50320) will be enough to get you started in the industry. This position benefits from a wealth of life experience and certain skill sets. If you’re looking for a career change, you’ll find that your existing skills and experience will equip you well for a career in human resources – whether those skills are gained through previous employment, volunteering or parenting. In this blog post, we’ll discuss the ins and outs of working as a human resources manager and how to break into the role. What does a human resources manager do? A human resources manager coordinates the internal ‘people’ side of a business. Depending on the size of the organisation, they may also manage a team of human resources (HR) professionals. Each day is as different as the people you manage. However, your role will broadly fall into these five areas: Recruiting and staffing: Hiring new employees, ensuring they are the best people for the job, and will fit into your organisation seamlessly. Compensation and benefits: Setting compensation structures, evaluating competitive pay, organising staff events and benefits, negotiating contracts and salary packages. Training and learning: Organising training and courses to upskill staff and ensure professional development with a bigger picture in mind. Labour and employee relations: Ensuring all work complies with labour and employment law and that your employees are never taken advantage of or mistreated. Also, resolving workplace disputes, improving retention rates, and ensuring staff satisfaction. Organisational development: Leading and managing every growth and development stage your company goes through, cultivating a positive workplace culture, improving policies and procedures, and influencing strategic business decisions. How much does a human resources manager earn? A human resources manager earns $131,000 per annum on average. The exact salary will depend on the responsibilities, scope and your experience level. Presently in the job market, there is a great outlook for HR managers and it is expected that salaries will rise within the next 10 years for those in the field. People are more frequently choosing a career in HR and by 2026, the number of job openings for human resource managers is expected to increase by 16.3%. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE What skills does an HR manager need to succeed? Working as an HR manager requires a range of core skills, which you can obtain through a combination of formal education and experience. If you’re a bit creative, you’ll be amazed by ways you can gain exposure to building different skill sets! Put these skills into practice at your current workplace, in a volunteer role or with family and friends. For example, practice communication and clarity through mediating sibling disputes and use strategic thinking to consider new and valuable initiatives at work. Here are some skills to consider and strengthen: Strategic thinking. You’ll need to comprehensively consider different people’s needs and how they fit within the company goals and vision. Organisation. Strong time management skills, personal efficiency and organised systems are key to an HR manager’s effectiveness. The sign of a good HR manager is one who seamlessly keeps things running from induction to termination and everything in between. Communication. You will come in contact with a variety of people who have different communication styles, so you must be able to adapt to accommodate others, get your message across, and make the most impact. People skills. People are at the heart of what HR does – humans are literally in your job title! To be effective, you should be empathetic, professional and comfortable working with different people. Depending on the situation, you’ll need to delegate, collaborate, negotiate, mediate and mentor team members and staff. Clarity AKA cutting through the nonsense. You may be presented with situations that are vague and subjective. Has someone not been promoted due to discrimination or lack of expertise? You’ll need to clarify and decode any vague information and ensure the best outcome is met to resolve a situation. Trustworthiness. Gaining trust with employees is incredibly important to ensure people feel comfortable coming to you with grievances and issues. Sometimes, this requires a great deal of discretion and assurances of anonymity. Other times, it requires fearless transparency regarding important decisions so they can trust your best judgments Juggling priorities. Employees expect human resource managers to advocate their concerns, yet you must also enforce management’s policies. Creating a perfect balance between everyone will win the trust of all those involved and concerned. There will be occasions when you must make decisions to protect the individual and other times when you need to protect the organisation, its cultures and values. Saying ‘yes’ and inspiring confidence. The HR team can get a bad reputation with staff as an administrative obstacle renowned for saying “no” to anything that may make work more constructive or fun. Making a conscious effort to say yes when you can will have a positive effect on staff morale. How to break into a human resources role You may find yourself with a variety of career titles and tasks if you pursue a career in human resources. You may become the general manager, payroll manager, recruiter, employee relations manager, change manager or head of vibes. Regardless of the position, your roles and day-to-day tasks will always be engaging and provide frequent opportunities to positively impact employees and the company culture. To get started in your HR career, you’ll want to get your foot in the door. A VET qualification is the easiest way to do this as it balances education with practical skills and gets you into the workforce quicker and more cheaply than a bachelor’s would. In particular, you may want to consider online study as it will allow you to work while you study in a flexible time frame. Once you’re qualified, you can have conversations to transition to a human resources position within your current company or create a resume and start interviewing with other companies. This is also a good opportunity to chat with a learning coach, career mentor or chat with other graduates who have broken into the industry. Is HR right for me? Although a career shift can feel like a risk, the payoff is worth it. Taking the initiative to complete further training and education will ease the stress and benefit your career. Even if you decide to switch back to the work you’re doing now, the versatility of skills you’ll learn in an HR qualification will serve you in any role. Becoming an HR manager will give you some of the most fulfilling work of your life. You will create meaningful and lasting relationships with your colleagues, be at the forefront of your organisation, and help shape workplace culture. You will work closely with people every day, in a diverse and stimulating environment that will ensure no two days are the same. If that sounds exciting and you resonate with the skills and responsibilities mentioned in this blog post, then a career in human resources will be perfect for you. Discover your career in human resources Explore courses designed to help you elevate your career! Prepare for a human resources management career and learn a wide range of skills to help you break into the industry. View courses We are proud to announce that from 2022 all CAL graduates of the Diploma of Human Resource Management (BSB50320) will have their qualification accredited by AHRI.

Employee Engagement Strategies for HR Managers

Employees are the lifeblood of any business. They drive revenue, increase productivity, and create customer loyalty. But if they aren’t engaged, they won’t be happy or loyal. How can human resources managers improve employee engagement within their company, and in turn, increase profits? What is employee engagement? Employee engagement describes a person’s attitude towards their organisation and its values. Engagement is a composite measurement of employee commitment to their organisation, how hard they work, and how long they stay because of their commitment. The Gallup organisation suggests that there are three types of employees: 1. Engaged: employees who work with passion and feel a profound connection to their organisation. They drive innovation and move the organisation forward. 2. Not engaged: employees who attend and participate at work but who are time-serving and who put no passion or energy into their work. 3. Actively disengaged: employees who are unhappy at work and who act out their unhappiness at work. These employees undermine the work of their engaged colleagues daily. Workplaces should prioritise employee engagement – after all, why wouldn’t they want employees that feel passionate and energetic about the work they’re doing every day? However, with only 21% of the global workforce reporting they feel engaged at work*, there is a clear need to bridge the gap further and improve rates. Why employee engagement is important Whether employees are engaged within their company plays a big role in the success of the company. Employees are at the heart of the business and are part of the everyday mechanics of running a business. When any one part, or one employee, of these mechanics starts to shut down, so can the whole system. Businesses that have higher rates of employee engagement generally find higher rates of the following: Customer service improves For sales and customer-facing teams, it’s important that they believe in the company and what they’re selling, to be able to convince customers that they should be investing in the business, too. An engaged team member will also go above and beyond in customer service in a business they are thriving in. If they are coming in every day not wanting to do the work, they will do the bare minimum they can, and customers can notice this. Profits improve Engaged employees are a vital part of running a profitable business. Teams with high employee engagement typically result in a 23% difference* in profit than those with low engagement. In fact, employee disengagement costs the Australian economy $2 billion every year according to a study by Gallup.* Fewer absences When employees are engaged, they want to be at work. If a good business and HR manager are ensuring mental well-being is a priority, there will be less time away from the office for mental health days and employees will want to return to the office quicker after sickness or leave. According to a report by the Australian Industry Group, the Australian economy loses $7 billion due to absenteeism every year. The more people’s workplace needs and wants are satisfied the more they become engaged. The more they become engaged the greater their discretionary effort – effort above their job description. This is particularly shown in the extent to which they give their time and talent beyond their remuneration package. Download our FREE HR Course Comparison Guide Find valuable information on the latest HR industry news, different HR jobs to pursue and a course comparison chart to help you pick the right HR course! DOWNLOAD MY FREE GUIDE When employee engagement is low Of course, not all employees are engaged. In Australia, employee engagement rates have dipped lower in recent years, with only 17% reporting feeling engaged* within their workforce. How do employees become disengaged? And what are the adverse effects of employees disengaging at work? There are social and profitable consequences within the office and beyond when employees become disengaged. Some studies suggest that employee engagement has fallen while working from home has become more commonplace. This signals the importance of managers understanding the different needs and wants of employees as our world, and workplaces, change. Negative stress also has a very adverse impact on employee engagement. Management has both a legal (legislative and regulatory) and ethical (corporate governance) obligation to provide a safe workplace. This requires preventative measures to be implemented to ensure that the causes of stress are eradicated or minimised once identified. In 2021, the global stress of workers reached an all-time high. 40% of Australians* surveyed said they felt daily worry during their workday, and 44% felt daily stress. While it wasn’t always directly about work – they were certainly stressed at work. And while sadness and anger went down, stress went up. *https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx Employee engagement strategies Close to one-third of CEOs* identified the HR activity of “engaging employees in the company’s vision/values/goals” as one of the three factors most important to their company’s success. There is no doubting the vital role human resource managers and leaders play in boosting employee engagement. *https://www.conference-board.org/publications/publicationdetail.cfm?publicationid=598 Leaders can provide better engagement strategies through: Creating an environment where people feel valued If you want to keep your top talent, you need to make sure they’re engaged with your company’s mission and values. Giving them opportunities to grow In order to retain employees, you must give them opportunities to grow. This means providing training and development programs, as well as offering flexible work schedules. Providing training and development Training and development programs help employees learn new skills and develop existing ones. These programs should be designed with the needs of the individual in mind. For example, some people thrive when they’re given the opportunity to teach others. Others prefer hands-on learning experiences. Still, others enjoy self-paced courses. Whatever type of program you choose, make sure it’s tailored to each individual’s strengths and weaknesses. How culture improves employee engagement Increasingly, CEOs are seeing the link between corporate integrity and values. Engaged employees and reputation are vital to competitiveness and profitability. Coupled with strong leadership, a positive company culture makes all the difference when driving employee engagement rates and more. Australian research conducted by the Independent Commission Against Corruption found that the ethical tone of an organisation impacts: Efficiency and effectiveness Decision-making processes Staff commitment and job satisfaction Staff stress and staff turnover This research also determined that strong, clearly stated values could guide people through choices so that making ethical decisions was the path of choice. The bottom line from this research was that ethical practices can optimise the efficient functioning of an organisation. Ethics are good business. To be successful, managers, supervisors, and leaders of all kinds, need to focus on making their organisations truly great places to work. There is a shifting focus to developing future generations of ‘work happy’ employees – individuals who are genuinely challenged, committed, and engaged. For many organisations, employee engagement could be the ‘holy grail’ solution to both talent retention and profits. If you’re ready to develop strong strategies to retain employees and keep them happy, our Diploma of Human Resource Management (BSB50320) will afford you the skills you need to be a stand-out HR professional. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

How To Become An Organisational Development Manager

When conversations about organisational development begin at a managerial and board level, it’s generally a positive sign. At this point, a business is in a position to reflect upon its achievements and look towards taking ‘the next step’. Conversations cover team building, career development, staff coaching and training, and developing talent and leadership to ensure the business is in the best position possible to forge ahead. What is organisational development? Organisational development (OD) is a process and practice that has roots back to the 1940s and falls under the umbrella of human resources (or HR). Organisational development, however, is far more focused on people than the old model many of us associate with HR. Recent research shows that more than 90% of employees consider appropriate training programs a positive way of increasing their engagement in the workforce. Interestingly, half of Gen Z employees are more likely to engage with training material than previous generations. In other words, it’s clear that properly defining future employment paths and providing the training to achieve them will help retain the most valuable members of any given workforce. What’s the difference between organisational development and human resources? It wasn’t until the late 1800s that scholars and governments realised employee wellbeing was good for business. The term ‘industrial welfare’ was coined to acknowledge that valuing people as a long-term resource was necessary. Moreover, it could result in loyalty and longevity of tenure. Even so, it took another half a century before legislation impacting equal pay and civil rights put the onus on businesses to implement such measures. This was the birth of what would become human resources. Since the 1960s, and most notably in the past decade, that philosophy has taken a quantum leap into an area we now term organisational development. OD focuses on how a business wishes to manage its workers. Essentially, OD moves beyond viewing employees only as a ‘resource’ and strives to create a holistic people-centric approach. In short: Human resources focuses on hiring, onboarding, performance management, redundancies, and processes relating to personnel. Organisational development concerns planning, change management, developing leaders and identifying opportunities for personal employee growth. It’s a more human way of doing business than simply ticking operational boxes. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE Organisational development manager vs human resources manager A human resources manager oversees recruitment, hiring and processes that involve staff members. Most HR Managers plan, direct and manage the employee management and administrative functions of the company. Principally, they find and nurture the right talent needed to achieve the strategic goals of a business. The HR manager provides a link between management and employees. From here, an organisational development manager ensures employees have the conditions to thrive in the workplace for the long-term benefit of both the individual and the business. They are responsible for an organisation’s change and people management and may be focused on developing and implementing workplace policies and procedures for sustainability, as well as employee and financial growth. What skills does an organisational development manager need? Leadership. All managers, no matter their specialty, must be good leaders. Leadership skills are central to an OD professional’s role and their influence is business-wide. Empathy. An ODM will shape and implement policies that apply to all employees and needs an understanding of people. Business sense. You’ll need to develop appropriate workplace policies and procedures within allocated budgets, continuously monitor progress and improve processes. Communication. Communicating and managing team effectiveness is critical while encouraging others to acquire and practice similar skills. Innovative thinking. The more innovative an OD manager is, the more likely they will lead a business towards best practice models that keep employees happy and engaged, thereby reducing costs. Strategic planning. In modern workplaces, it’s necessary to factor in sustainability in terms of environmental, financial and social impacts. What can I expect as an organisational development manager? Given the pace of change in our modern business world, an ODMs role is becoming ever more critical. The so-called ‘Great Resignation’, referring to large numbers of workers now leaving their jobs (or careers) in the wake of the COVID-19 pandemic, is a case in point. Every lost employee will add costs to a business relating to recruitment, onboarding and training. One of the challenges for an OD professional is developing policies and initiatives to reduce this ‘churn’ rate and lower costs. Some other trends and challenges ODMs need to be aware of are: The impact of AI on learning A greater focus on continuous development rather than ‘one-off’ procedural changes Roughly half of Millennials and Gen Zs make work choices to align with their values, meaning an increasing focus on employee engagement Increasing digital processes may cause some employees to fear for their future employability Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE Organisational development manager salary The average salary for a qualified OD professional in Australia is approximately $134,000 to $182,000, depending on your experience. How do I become an organisational development manager? You can learn the necessary skills and knowledge as part of a Diploma of Business (Organisational Development) (BSB50120) or as a Double Diploma with a Diploma of Leadership & Management (BSB50420). Once qualified, focus on finding a job in a business that aligns with your interests. Initially, that may not be an HR or OD role. However, learning the ropes while staying focused on a dream role is a great start. Identifying opportunities to implement organisational policies or improve existing ones will put you on any business leader’s radar for promotion. Getting certified and joining a professional association will also help develop your skills via contacts and mentorship. Continuous improvement will open up opportunities to create the career of your choice. In summary, organisational development might be considered the HR of the future. The entire premise, while rooted in practices of old, is light years beyond its origins. The old-school idea of using workers as dispensable commodities isn’t only wrong – it’s expensive for business. A modern workplace understands that happy workers are productive workers. An OD professional is at the helm, ensuring this is the case. A career at the forefront of organisation development is immensely satisfying. Going home at the end of a workday knowing that what you’ve done has helped people learn and be happy is an excellent feeling. If job satisfaction counts, then organisational development is undoubtedly a career worth pursuing. Discover your career in organisational development Explore courses designed to help you take your career to the next level! If you’re ready to expand your career, an organisational development and business course can help make that happen. View courses

9 Steps for Effective Goal Setting

Without goals, you can lack focus and direction. Setting personal goals puts you in the driver’s seat, giving you the power to transform your own life into whatever direction you desire. However, in many circumstances, the initial goals we set out to complete are abandoned somewhere along the way. To accomplish your goals, you need to know how to set them. This process begins with careful consideration, followed by ample amounts of hard work in order to achieve what we set out to do. In order to make the most of this process, here are ten steps for effective goal setting: 1. Believe in the process The first step to goal setting is having absolute faith and belief in the process. If you don’t have the confidence in yourself and your abilities, then you might as well forget about your attempt to achieve your goals. If you are in doubt, look around you. Everything you can see began as a goal in someone’s head. Turn your thoughts into a reality. 2. Write it down In order to eventuate the goal, you have to plan your attack. Write your goals down and schedule dates for their completion and evaluation. This can be the key to success, as writing down your goals will position you as the creator. If you neglect this step, you may continue to forget them or they will diminish in importance. Having them somewhere that you see them every day will help to reiterate their significance and increase your chances of achieving them. 3. Set goals that are specific A goal has a much greater chance of being accomplished if it deals with specific facts and events. If your directions are vague, they can be misconstrued and easily skipped over. Specific goals provide regimen and precision to your training program. 4. Set goals that are measurable If your goals are able to adhere to concrete criteria, you are able to measure progress towards their achievement. If you identify what you will see, hear and feel when you reach your goal, you can feel as if you have accomplished something tangible. In order to achieve effective goal setting, you should break your goal down into measurable elements. 5. Set goals that are attainable While there is nothing wrong with shooting for the stars, it is important to investigate whether the goal is really applicable to you and your lifestyle. If you don’t have the time, money or experience to achieve something, you will be setting yourself up to fail and most certainly be miserable. For the most effective goal setting, ensure you are planning your steps wisely and establishing a realistic time frame that will allow you to carry out those steps. Download our FREE Guide to Goal Setting! Find valuable information on how to use goal mapping, set SMARTER goals, use resilience and gain access to our exclusive goal setting templates. DOWNLOAD MY FREE GUIDE 6. Set goals that are timely Every set goal should be grounded within a time frame. Without a time frame, there is no sense of urgency. Make a tentative plan of everything you do and the time in which you want to do it. Instilling deadlines will help you and your team work towards them, creating motivation that can keep morale high. However, creating time frames can be a tricky and sensitive task. On the one hand, being too stringent on the timely aspect of goal setting can motivate, but it can also have the opposite effect, demotivating if you aren’t ticking the boxes on schedule. 7. Remain accountable When you are working towards a goal, things are bound to get tough. When facing adversity, you have to hold yourself accountable. Telling your family and friends about your goals may give you the responsibility you need, helping you gather the support system to give you a push. If you remain accountable in your everyday life, you will also surround yourself with constant encouragement from those who are following your progress. 8. Don’t be afraid to ask for help When entering a new venture, it is crucial to learn from those around you. Asking for help is nothing to be ashamed of, as freshening up your skills may be the thing that sets you apart. Seeking advice may come in a variety of different forms: from asking a friend, to developing a mentor – these will only get you one step closer to achieving your goals. Many people find that going back to study is one of the most beneficial steps when attempting to successfully achieve a goal. Adult learning courses are available in a variety of helpful fields, with some like a Diploma of Project Management (BSB50820) specifically targeting those in your position. 9. Continuously assess your progress As time goes on, our goals are constantly changing and evolving. The end result may not look anything like what we initially set out to do; however, this can sometimes be a good thing. In order to learn from your mistakes and assist you next time, constantly assess your progress throughout your goal-setting journey.

Why Choose a Career in Human Resources Management

The Importance of Human Resource Management The importance of human resources within a company cannot be undervalued – the department plays a key part in how a business performs. Their duties are far more complex than simply hiring, firing and paying employees. This begs the question, what is the role of human resources? A HR department is instrumental in ensuring the stability of a company through people management, individual, and group training. It is their role to keep abreast of changing company requirements and to effectively facilitate the relationship between managers and employees. Most HR professionals are full-time workers, with an average of 42 hours per week. Professionals’ wages begin lower and rise as they gain more experience, with an average of $1,662 per week. Click To Tweet For Managers Managers have a lot on their plates. From their perspective, employees are just one piece of the puzzle. By contrast, an HR Department’s sole focus will rest on the well being and improvement of its people. The HR department will, therefore, be across any updates to employee regulations, and be able to implement change across the board. Small labour law changes, such as increasing the minimum salary cap, can require widespread changes. Human Resource Management means being well-versed in the often complex and confusing procedures of taking on and letting go of employees. Each new team member who comes on board is an opportunity to progress the business, so these decisions should be made with extreme care and consideration. Through advertising roles, shortlisting candidates, conducting meaningful interviews, checking qualifications and ensuring fit for the company, the HR department will simplify the process of expanding. But the procedure doesn’t end once a candidate is hired. In order to make the best use of this new recruit, the HR department will arrange an induction and ongoing training schedule to place the employee in the best position for success and workplace satisfaction. This will cover everything from the values of the company, to using everyday equipment and systems, as well as making sure that the new employee gets on well with their new workmates. Candidates may be hired for their potential, but without the correct Human Resource Management structures in place, there’s no way for them to reach it. Managers require training and access to adult education courses such as the Diploma of Human Resource Management (BSB50320), just like anyone else. HR teams are able to conduct or arrange training and coaching for top-level workers, like department heads, to equip them with the skills they need to most effectively manage their teams. Reinforcing these key management and problem-solving skills will minimise the frequency at which higher management needs to intervene. We're excited to offer students studying Human Resources with the College for Adult Learning either a Associate (Full Fee) or Professional level membership to the AHRI. As a member, you'll have access to valuable resources to support your studies, be able to join programs and events to help you become job-ready, and attend free member-only networking forums to build your professional network and learn about specialist HR topics. (Terms and Conditions apply) For Employees The HR department is a crucial support structure for employees within an organisation. It represents a safe space where employees can voice their concerns, thoughts and suggestions without threat, and can be assured that their comments will be heard by the people who matter. In workplaces of all sizes, there will be times when people don’t see eye to eye. Be it creative differences, conflicting morals, or downright personality clashes, the HR department is responsible for mediating these issues. Focusing on clear communication and acknowledging all parties’ rights, the HR team will fairly and quickly dissolve any inter-employee conflict. In instances of employee consequences, the HR department will also act as overseers, ensuring that any firing is deserved and abides my legal requirements. When managers undergo adult education courses, the benefits trickle down to the employees who are guided by motivated, well-trained leaders. By undertaking a course such as the Diploma of Human Resource Management (BSB50320) at the College for Adult Learning, employees can perform more productively, find purpose in their work, and improve their workplace satisfaction. The importance of human resources cannot be underestimated. Why Become a HR Manager Trends in Human Resources suggest the industry is experiencing an exciting phase of growth and change. Professionals within this field can expect to enjoy a progressive and fulfilling career. Over the past ten years, the number of HR positions has grown from 43,600 to 47,900 and is expected to continue to grow. But before we dive in, it’s important to know what is the role of Human Resources, and who is best suited to the top spots. Underpinned by a fundamental ability to communicate and engage with people from all backgrounds, HR is a distinctly strategic role which encompasses policy, process and practice. Professionals in this sector have a responsibility to individual employees of all levels, managers, and the wider needs of the organisation. There are so many benefits of being a HR manager, including the opportunity to contribute to widespread organisational harmony, to advance employees and help them enjoy their work, and to play a strategic role in company structure and operations. If a business succeeds because of its people, then its people succeed because of a dedicated HR team. Below are some of the most popular reasons why people choose to pursue a career in HR. Promising Prospects HR is a sought-after career field. More and more, businesses and managers are appreciating the crucial role that professional people managers play in the construction of a robust organisation. They seek out those with higher qualifications with experience in the profession. Salaries are on the rise, and employment in the wider industry is thought to rise by 20% in the next eight years. A Healthy Paycheck Due to a significant amount of responsibility, HR managers can expect to be rewarded for their work. This higher level role offers people the chance to work alongside managers and CEOs, while still fighting for the rights of individuals within the organisation. If you can hold your own in the same room as the company leaders, then HR could be a promising career for you. A Chance to Make a Difference The chance to make a difference in people’s lives is the driving factor for a lot of careers, from surgeons to scientists. While HR managers might not change the world, they certainly do have the potential to shift the dynamic of an organisation for the better. By providing constant support to employees, facilitating open communication and always keeping an eye out for what’s best for them, HR professionals can achieve significant fulfilment. Smaller businesses, non-profits and charities are other options for those who aren’t focused on climbing the corporate hierarchy, and instead, want to focus on doing good. Travel the World HR is a career that is as flexible as you. While businesses differ from place to place, the fundamentals of your role and your relationship with them will never waiver. Whether you travel within the divisions of a single organisation which take you around the world or simply want to move overseas and find work in your industry, HR training equips graduates with the skills and adaptability to find work wherever they are. Trends in Human Resource Jobs The trends in Human Resources tell us that at this time there are many benefits of being a HR manager. With above average job openings, including both employment growth and turnover (workers leaving their chosen field or indeed the workforce). Thirteen years ago, we began to see sharp growth in the industry. Over the past eight years, this growth has slowed to a steadier rate. By comparison, employment in the sector is expected to grow moderately, with 102,400 professionals predicted to be employed by 2022. Seek suggests that this growth may be fuelled by three key factors, including employers wanting to (a) attract and (b) retain top talent, which is (c) culturally aligned. Key Statistics Human Resource professionals work throughout Australia, with the highest numbers in New South Wales (33%), Victoria (25.4%), and Queensland (18.5%). Key industry sectors include administrative and support sectors, public administration and safety, and other services. Salary Expectations Most HR professionals are full-time workers, with an average of 42 hours per week. Professionals’ wages begin lower and rise as they gain more experience, with an average of $1,662 per week. Those who complete further qualifications to become a HR manager can expect to earn more than $500 more per week on top of their current salary. According to the 2017 Hays Salary Report, HR professionals can enter the sector in HR admin roles, averaging $60,000 per year in Melbourne, and progress through several significant rungs. Managers in businesses with under 250 employees are looking at $100,000, while those in businesses with over 1000 employees can seek closer to $150,000. Employable Skills The Seek Industry Spotlight on Human Resources and Recruitment, released in March 2017, highlights the following skills as being the most sought after in the current job market: Know how to be future focused Understand business cycles Build skills needed to achieve company strategy Identify resources needed for a growing company Understand how to innovate when establishing or changing workplace culture Know workplace legislation, e.g.: bullying and harassment, mental health Create training content and training plans Spot trends and gaps in leadership development, and respond accordingly Lead candidate engagement and improve recruitment systems, including scoping of roles Take Away Messages The key takeaways which we have learned in 2017, are that there are plenty of positions available across Australia, with most focused on the east coast. HR, recruitment, IT and communications, mining and resources represent the most popular industries offering senior positions ($150,000+) in the field. Finally, qualified candidates can expect to enjoy ongoing progression, and salary advancement to match. In a promising future market, there is no better time to begin your preparations for a career in HR with a Diploma of Human Resource Management (BSB50320) or one of the other specific adult education courses available through the College of Adult Learning. We are proud to announce that from 2022 all CAL graduates of the Diploma of Human Resource Management (BSB50320) will have their qualification accredited by AHRI. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

Which HR Qualification is Right for You?

If you’re looking to enter human resources but don’t know where to start, an HR qualification is the best place to begin. You’ll learn about the fundamentals of human resources and can even choose to double up your diploma, learning more specific skills to help you get into your chosen industry faster. Who should study an HR qualification? Human resources is a dynamic and challenging career suited to people from all walks of life. If you like interacting with people and helping implement policies and procedures that make work-life more enjoyable, fair and efficient, you’ll likely enjoy working in a human resources role. Those who have previously worked in industries such as customer service, retail, sales, recruitment, administration, management or legal are well suited to a career in human resources. Opportunities in HR For those looking at a career in human resources, the good news is that both job opportunities and earning potential are growing at a higher-than-average rate. The average salary for a human resource manager is $131,000. Those working in more specialised roles, often command higher earnings. The majority of roles are full-time, offering both job and income security. Most roles operate within corporate environments, where working hours are typically 9:00 am–5:00 pm on business days. HR qualification options If you’re serious about entering into a career in human resources, a great study option is a double diploma. You can save time and money by coupling complementary qualifications, giving you the edge over other applicants during the competitive recruitment process. A Diploma of Human Resource Management offered by the College for Adult Learning is certified by the Australian Human Resources Institute (AHRI). CAL is the only registered training organisation to offer a diploma with this certification. This means that the skills taught are in line with Australian industry standards and benchmarks. AHRI also offers memberships and networking opportunities at various events held throughout the year. We're excited to offer students studying Human Resources with the College for Adult Learning either a Associate (Full Fee) or Professional level membership to the AHRI. As a member, you'll have access to valuable resources to support your studies, be able to join programs and events to help you become job-ready, and attend free member-only networking forums to build your professional network and learn about specialist HR topics. (Terms and Conditions apply) Diploma of Human Resource Management (BSB50320) + Diploma of Leadership and Management (BSB50420) Coupling a Diploma of Human Resource Management (BSB50320) with a Diploma of Leadership and Management (BSB50420) is a great choice, particularly if you plan on working in senior roles within your organisation. You’ll spend less time studying thanks to the overlap in units and skills taught during the course. You’ll study areas such as: Leading and managing effective workplace relationships Developing and using emotional intelligence Ensuring a safe workplace for a work area Managing personal work priorities and professional development Along with being able to work in generalised human resources roles, you’ll also be well-equipped to succeed in other areas, such as leadership or management. You will be confident to expand your role to include training new or potential managers, running leadership workshops in your organisation or managing a team, thanks to the skills learned during your double diploma. Download our FREE HR Course Comparison Guide Find valuable information on the latest HR industry news, different HR jobs to pursue and a course comparison chart to help you pick the right HR course! DOWNLOAD MY FREE GUIDE Certificate IV in Human Resource Management (BSB40420) + Diploma of Business (Operations) (BSB50120) The certificate IV alternative is great for those who want to dip their toe into the industry or are still considering their longer-term career options. A certificate IV in HR is often undertaken by individuals who do not have any experience in the HR industry. It’s well suited to those aiming for entry-level roles who are looking to stand out from other applicants, or even those looking for part-time work in the industry, perhaps after returning to work after having children. The certificate option has less study time, helping you to graduate sooner. You will learn all of the key requirements to be successful in human resource management or business operations. After completing the Certificate IV in Human Resource Management (BSB40420), you can always choose to study the diploma. Because of the previous units completed, the study time and cost of the diploma will be less. Completing the Diploma of Business (Operations) (BSB50120) alongside the certificate IV in HR is a great option. Due to the broad nature of the qualification, you’ll be opened up to a variety of roles in a wide number of industries. Careers from an HR qualification No matter what qualification option you decide on, working in human resources is a great career choice with plenty of room to move into more senior roles. You can also move laterally into other areas of business, thanks to the transferable skills learned in your qualification. Whether you choose a double or single diploma, or even a certificate IV, studying at the College for Adult Learning means you can study flexibly, at your own pace, but still with plenty of one-on-one support from your learning coaches. If you have relevant experience from previous work, you may even find that you can shorten the length of your degree through Recognition of Prior Learning (RPL). We are proud to announce that from 2022 all CAL graduates of the Diploma of Human Resource Management (BSB50320) will have their qualification accredited by AHRI. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

Why you Should Study an AHRI-accredited HR Diploma

Why work in the human resources industry? Employers place a high value on the organisations which represent and support prospective employees. Doctors, lawyers and accountants, for example, are almost always members of peak professional bodies. The human resources sector is no different. The Australian HR Institute (AHRI) represents more than 20,000 members in Australia and around the world. AHRI was founded in 1943 as the Personnel and Industrial Welfare Officers’ Association and has been representing HR professionals for more than 70 years. Today, it sets industry standards which are recognised globally, and ensures its’ members adhere to a robust code of conduct. The Institute also supports continuing professional development, and provides a range of learning and development opportunities. Now, the AHRI has officially endorsed the College for Adult Learning’s Diploma of Human Resource Management (BSB50320) as the only currently accredited Vocational Education and Training course in Australia. This honour puts CAL on a par with some of the country’s leading universities, including Melbourne, Monash and Sydney. So why does this matter? What advantages does a diploma with AHRI accreditation have over those that don’t? As it turns out, plenty. We're excited to offer students studying Human Resources with the College for Adult Learning either a Associate (Full Fee) or Professional level membership to the AHRI. As a member, you'll have access to valuable resources to support your studies, be able to join programs and events to help you become job-ready, and attend free member-only networking forums to build your professional network and learn about specialist HR topics. (Terms and Conditions apply) Adapting fast in the modern workplace These days, HR practitioners face challenges that their predecessors (even until fairly recently) could never have imagined. Staff turnover is at the highest in history, and 1.8 million Australians are looking for new employment at any one time. Its is well understood and accepted that the days of a ‘job for life’ are long gone. Well over half of Australia’s employers (57%) expect staff turnover to increase even further, an expensive proposition in terms of training new staff. Yet roughly half of all Australian businesses have no formal training or development programs, and 58% don’t even review salaries regularly. This ever-changing (or ‘churning’) nature of the workforce poses challenges to HR professionals, particularly those entering the industry for the first time. Gaining a solid grounding in the principles and theory of retaining staff (and keeping them happy) has never been more important. That’s why you can expect great outcomes from the College for Adult Learning’s Human Resources Management diploma course. You’ll be job-ready immediately upon completion of the course. The AHRI accreditation gives the bonus of your HR diploma being recognised by Australia’s peak professional body. Upon graduation, you receive a diploma that earns you credits towards the AHRI Practising Certification Program, which is a competitive head start towards further industry recognition. 1.8 million Australians are looking for new employment at any one time, with staff turnover at its highest in history. Click To Tweet The biggest of challenges can be met with the right qualifications There’s no better example of how quickly an industry can change, or have change forced upon it than the Financial Services Royal Commission. The commission’s findings, released in 2019, highlighted systemic and entrenched business practises which disadvantaged customers. As a result, general public trust in banks and other financial institutions plummeted and share prices were slashed. Yet, even after the findings were released and the fallout settled, a survey of AHRI members concurred that leading businesses hadn’t heeded the lessons that were staring it in the face. One of the next three big issues facing workplaces is compressing work time (ie, the ‘four day week’), democratisation (closer links between management and employees), and the rise and rise of remote workers. That’s in addition to ongoing core issues like business strategy, recruitment, and staff retention. The first port of call for a company which truly wants to develop a winning culture is its’ Human Resources department. The College for Adult Learning’s Human Resources Management Diploma gives you the skills to identify problems in the workplace, and come up with ideal solutions. Getting it right will ensure a happier workforce, better employee retention, a solid share price and goodwill from customers. The confidence to make a difference Graduation with a qualification that is endorsed by the AHRI means you’ll be placed to make a real difference from the beginning. An industry-recognised diploma gives graduates a level of confidence and peace of mind that’s unrivalled. In a job application and interview situation, you will also immediately earn the respect of individuals within the HR industry. The onboarding process becomes easier and everyone benefits from a strengthened team. Employers are looking for job-ready graduates with the backing of an institution which sets such high professional standards. CAL’s core units are designed to map precisely with the AHRI’s globally benchmarked Model of Excellence for HR practitioners and academics. You’ll be a standout diploma-ready candidate, armed with knowledge about how to handle all the challenges on the average HR professionals’ plate. The AHRI sets the standard for the human resources professional of the future and the present. Today’s top performers are focused, adaptable, and up-to-the-minute educated. The future needs more HR managers and team players who understand the value of excellence in learning in culture. Considering the peak industry body has given a stamp of approval to CAL’s online Human Resources Management diploma, you’ll know from the outset that your future looks bright. We are proud to announce that from 2022 all CAL graduates of the Diploma of Human Resource Management (BSB50320) will have their qualification accredited by AHRI. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

The Changing Face of Workplace Diversity

The changing face of workplace diversity is a sensitive but necessary topic that all businesses need to discuss when they are considering employing new staff. Workplaces look significantly different now when compared to a decade or so ago, largely due to the move toward workplace diversity. This is ultimately necessary for reflecting today’s social climate. What is workplace diversity? When people hear the term “workplace diversity” minds often wander straight to the gender gap discussions of recent years. With the equal pay movement continuing to gain strength, the message about including women at equal standing in the workplace is a global concern. While the equal treatment of women and men in the workplace is incredibly important, it is not the only way to define diversity in your workplace. Diversity in the workplace is the notion that companies are open to hiring employees from a wide range of backgrounds; regardless of race, religion, or culture. However, workplace diversity can also be hiring people from different educational backgrounds, personality types, and experience. Effectively, the overarching principle is that there should be no bias when it comes to the hiring of potential employees, and companies should equally compare all candidates. The importance is placed on your staff feeling valued. Rather than hiring someone of a specific background or race, you are hiring the person who is the most appropriate candidate for the role. Australia leads the workplace diversity scorecard Ideally, companies should be aiming to recognise employees’ ideas, perspectives, and unique qualities. For decades, Australia has been considered a diverse and multi-cultural society. As of 2011, 46% of Australia’s 21.5 million population were either born overseas or had at least one parent born overseas. When these people enter the workforce they bring with them immense diversity from a range of cultures and backgrounds. In 2012 Forbes conducted a study analysing varying elements of diversity from age, gender, education, income, migration, and more, to determine the top 50 countries with the highest amount of workplace diversity. The top five ranked countries were Norway, New Zealand, Iceland, Australia, and Switzerland. After deep analysis, these five countries were found to be the most diverse when it came to their employees. At the other end of the scale, the lowest five countries include Poland, Pakistan, Hungary, Turkey, and, the Czech Republic. Of the 50 countries ranked, these five showed the lowest amount of diversity in their workplace environments. In the middle of the spectrum, Indonesia ranked 22nd, followed by Germany, Belgium, Thailand, and the United Arab Emirates. While it is important to consider the customs and economic standing of these countries when analysing the rankings, it is ultimately the individual companies that decide who they will hire, and for what reason. The key for a modern company is to see diversity in the workplace as crucial, not only for individual development of your employees but for the benefit and growth of your organisation as a whole. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE Five ways you win from having a diverse workplace 1. Mutual respect among employees Working with a variety of people fosters respect among co-workers who start to understand and empathise with each other and their differences. Colleagues can acknowledge the varied strengths and weaknesses that each person brings to the team. 2. It grows your talent pool Embracing a wider range of applicants will increase the likelihood of attracting people with a wide range of talents and abilities that will help your company grow and thrive. 3. Improves employee performance There is a greater chance that your employees will feel comfortable in an environment that they deem to be inclusive. If they don’t feel singled out or alone in the workplace they are more likely to feel encouraged to complete their best work and achieve greater goals. 4. Increased creativity People who come from all walks of life think differently to each other. With a diverse group of minds working together to collaborate on ideas and strategies for your company, you will generate out of the box ideas that will inspire each other, and your clients. 5. Creates a positive reputation for your company A company that openly hires people with diversity in mind is looked upon favourably by the public. People will consider you to be a good employer who treats staff equally and with respect. Generating this positive reputation will attract more staff applying to work for you because they deem your business a great place to work. How to stand out in a diverse workplace Diversity is important, but you need to have the skills that will act as your professional foundation. If you are looking to work for a progressive company that is hiring a diverse workforce, upskilling might be the thing that gets you over the line. Completing an online diploma in management, leadership, human resources, or many other options could give you the skills needed to help you land the jump into a multi-cultural environment. Having these extra skills will make you an attractive candidate for anyone looking to hire. Although the workforce looks different now from what it did ten or more years ago, there are substantial benefits from employing diversely. Soon it will be considered normal for companies across the globe to actively recruit people from all cultures, genders, backgrounds, ages, and ethnicities to drive their business into the future. The face of the workforce might be changing, but it is certainly changing for the better. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

The Benefits of Studying Human Resources Management Online

Anne M. Mulcahy, the former head of Xerox Corporation, famously said that “employees are an organisation’s greatest asset. Human resources management is all about taking care of the organisation’s greatest asset: its’ people.” So what is human resources management exactly? This role can be described simply as using people to improve an organisation’s performance. This involves understanding an employee’s skills, preferences, and even their psychological characteristics. In this article, we’re going to discuss what human resources management involves and why it’s an important skill. We’ll also discuss the benefits of studying human resources management through online study courses. We're excited to offer students studying Human Resources with the College for Adult Learning either a Associate (Full Fee) or Professional level membership to the AHRI. As a member, you'll have access to valuable resources to support your studies, be able to join programs and events to help you become job-ready, and attend free member-only networking forums to build your professional network and learn about specialist HR topics. (Terms and Conditions apply) What is human resources management? Human resources management is all about working with the people that make up your organisation. The role involves many diverse aspects of managing human resources, including: Structuring teams: As a human resources manager, you could be involved in structuring teams within the organisation and then assigning employees to those teams based on their roles and strengths. Building the organisation’s culture: Human resources managers think strategically about an organisation’s culture and how that connects to the business’s goals and brand. They then set out to hire staff who suit this culture. Engaging employees: Human resources management is not just about hiring, it’s about retaining staff too. In this role, you use appropriate techniques to keep staff engaged and motivated. Development: Many organisations know that it’s more cost-effective to invest in professional development than it is to hire new staff. A human resources manager is also responsible for training in the organisation. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE Why is human resources management an important skill? Human resources management is an important skill for several reasons. Firstly, they take care of an organisation’s most valuable asset – an extremely important responsibility. Secondly, most organisations need or could benefit from human resources management. Human resources managers are valuable to businesses. As a human resources manager, you benefit businesses in the following ways: Improve performance: You use techniques and strategies to help staff work efficiently. This could involve assigning them to roles that suit their strengths and interests. Increase employee satisfaction: Happy employees are efficient employees. You’ll strategise to put employees in roles they find challenging and reward them with adequate salaries and benefits. Provide training: Professional development doesn’t just make employees better at what they do, it also motivates them and increases job satisfaction. You allocate resources for training and provide staff with opportunities to take courses. Reduce staff turnover: In keeping staff competent and motivated, you help reduce staff turnover. This saves your organisations a lot of time and money. Control budgets: Your role as a human resources manager involves budgeting for hiring, onboarding, professional development, and payroll. Resolve conflicts: Disputes will inevitably arise in any organisation. Your role is to manage these conflicts to reduce negative impacts on employees and the organisation. The benefits of studying human resources management So far, we’ve looked at why human resources management is so important and valuable to companies. Now we’re going to take a look at the benefits of a career in human resources management. Taking adult education courses such as the Diploma of Human Resource Management (BSB50320) online could lead you to this rewarding career. 1. Work with people Do you love working with people? Human resources is all about this. This career also allows you to utilise and develop your communication and teamwork skills. 2. Great salary Human resource managers make an exceptional salary of around $127,000 per annum (or $2,445 per week). 3. Career progression As a professional career, human resources management offers the possibility of career progression. This means that you can always learn more and move into more senior roles with greater responsibility. Naturally, this translates to a rewarding career and an increased salary year-on-year. 4. Career options Human resources management involves using ‘transferable skills’. These are skills like communication, teamwork, critical and creative thinking and problem-solving, which can be transferred to most professions. Similarly, businesses in all industries require human resources management. By undertaking a qualification in human resources management, you gain the skills and the freedom to change careers when it suits you. 5. Job security Human resources managers are in high demand. This career shows strong future growth and lower-than-average unemployment. If you choose to do a diploma in human resources management and follow this career path, there is a high chance you’ll experience strong job security. 6. Job satisfaction If you want a fulfilling career, human resources management could be the choice for you. You get to perform an interesting and challenging role with room for career progression. You also perform an invaluable role in your organisation and get rewarded for it. We are proud to announce that from 2022, all CAL graduates of the Diploma of Human Resource Management (BSB50320) will have their qualification accredited by AHRI. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

Human Resources Trends for 2023

What can you expect on the horizon regarding human resources trends for 2023 and beyond? A wise business owner knows that employees are by far their greatest asset. Great companies provide workers with an environment in which they’re invested not just financially, but emotionally too. A good human resources professional helps facilitate this. Understanding the trending challenges and changes ahead can empower you to confront (and embrace) them in your business. Continued salary growth The global Human Resource Management sector is predicted to be worth $56.15 billion by 2030. Entry-level HR professionals in Australia can expect a starting salary of $65,000, with job growth projected at 6% over the next 5 years. However, you’ll need the right qualifications to get there, beginning with a Certificate IV in Human Resource Management (BSB40420). Meeting demand with supply The Human Resources sector is a fascinating and rewarding one with a bright future. It’s a simple demand versus supply equation. A recent government study found the need for human resources managers, and training and development managers are growing well above the average workforce demand. In 2020, 78,800 Australian professionals were working in the HR industry By 2024, growth is estimated to exceed 90,000 Even accounting for job ‘turnover’ where existing workers fill vacancies, that shows a strong upward curve of job growth. Most of those jobs will be full-time positions, which indicates career stability and continuity. Whether you are already in HR, or keen to enter HR, a long-term career in Human Resources requires a respected qualification. An AHRI-accredited diploma in human resources through the College for Adult Learning is your perfect choice. A qualification that you study at your own pace, to suit your lifestyle, and at a budget-friendly rate is a smart way to ensure you have an edge in the marketplace. Be trustworthy to attract young talent Historically, Human Resources practices were built around an assumption of trust: trust in the boss, the process, and technology. Unfortunately, that’s not always the case. Changing jobs is now more normal than not, and young workers are leading the way. Millennials (born from 1981 to 1996) change jobs at a rate three times that of their older colleagues. 46% of job seekers say that company culture is at the forefront of their decision about whether to apply for a job. Then it’s no surprise that companies with a reputation for having their workers’ trust are going to be attractive to a prospective employee. With Gen Z predicted to make up 27% of the workforce by 2025, it’s also important to understand their unique set of needs and wants in their workplace. This generation values salary less than all the generations before it – instead placing more importance on work/life balance. A good HR manager will know what companies need to offer to attract this younger talent. Focus on career engagement and development Employee engagement is a prime focus for companies in 2023. With only 21% of the global workforce feeling engaged in the past year, HR managers and leaders need to make this a priority. Increasingly, employee engagement software is being used to gather and track employee feedback and promote positivity within the workplace. Ongoing training and education, recognition, and career development are the cornerstones of this software. Tailoring individual solutions for each employee is also on the rise, including areas like mental health and overall wellness. Encouraging workplace tolerance and diversity Employers are beginning to understand the virtues of diversity in a modern workplace. Selecting your workforce to reflect on the vast social and cultural differences has enormous benefits. Companies that embrace equality at a board level have learned this valuable lesson. A good HR manager will help the company identify any bias (latent or otherwise) and help remove it from the equation. Driving change in workplace standards Macquarie Dictionary declared ‘#metoo’ as the 2018 word of the year, but its impact in the workplace will be felt more than ever in 2023 and beyond. Sadly, there’s still a long way to go. The fact is, one in three people has felt sexually harassed in their workplace, and one in two people have been exposed to sexual harassment, either as a victim themselves or as a bystander. As a human resources manager, it’s important to take a strong stance on harassment and bullying in the workplace. The branding of your culture Coca-Cola’s logo is not only one of the world’s most recognisable logos, but it also instantly identifies the company as a global leader. Visual branding sets you apart from the pack and can also be applied to small or medium businesses. Focus on the recruitment page of your website, and ‘sell’ the company’s ethos as carefully as you would your product. A business’ mission statement or culture can be more critical to a would-be candidate than the actual business you undertake. After all, research reveals that Millennials would take a $10,000 pay cut in exchange for improved work life. Overall, Human Resources is shedding its role from tactical to strategic. Everything from board recruitment to technology will be focused on building a happy, healthy workforce where workers arrive to work with smiles on their faces. Be strategic in your approach to 2023 human resources trends and act now to stay ahead of the changes. For those ready to start their career in HR, a Certificate IV in Human Resource Management (BSB40420) will allow you the fundamental skills to take on the year ahead and future trends. If you’re ready to grow your career and become a fluent HR manager, start the Diploma of Human Resource Management (BSB50320). Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

4 Vital Elements of giving Constructive Feedback

Giving constructive feedback to employees can be a daunting task for managers. Many managers say it is the least favourite part of the position. However, as difficult as it is, being able to do so effectively can have long-lasting results for all involved. Often the employee will be doing many things well and it is only certain specific areas that need to be improved. It is also tempting to let things slide until performance review time rolls around. However, this is not always prudent or desirable. A session of constructive feedback now can save a lengthy and uncomfortable performance review later. By tackling the issue early, you can expect an increase in the performance of the employee, as well as improved interpersonal relationships and a far more productive work environment for everyone. To communicate your ideas constructively, it’s important that you get your message across in a way that isn’t detrimental and find ways to give constructive feedback without being intimidating. Naturally, you want to boost an employee’s self-confidence and work ethic rather than take the wind from their sails. Four Simple Tips to Follow To Give Constructive Feedback Be Specific Get to the point quickly and make sure that you don’t beat around the bush. If you’re vague, your feedback can be misunderstood, and your employee may continue making the same mistakes. Tell your employee the exact instance where they have made a mistake and outline what they can do differently. Prepare notes if necessary with specific examples of the incidents. If it is an interpersonal issue, you can also try role-playing to tackle the issue effectively. If it is operational, perhaps you need to walk them through the correct steps or redo the procedure manual to be clearer. Be Timely Give prompt feedback at the next suitable moment, while the incident is fresh in mind. If you wait too long to give feedback, then the potency will be lost. An immediate response to their action will allow them to associate it with your feedback. This increases the likelihood that they will retain the feedback, take on the learning, and be wary of when they may make the same mistake again. Be Positive For any negative feedback you give, you need to include positive feedback. Approach the criticism in a positive, solution-orientated way and focus on your employee’s strengths. Again, prepare notes about their strengths as well as the areas that need correcting. You want to build self-esteem and encourage on-the-job learning and growth. Agree on what measures will be implemented to support the employee in improving. It can be a good idea to set a review time now for a week or two later, so they have a clear timeframe of your expectations. Reiterate that you are available at any time if they have questions or need further coaching. Be Understanding Discuss with your employee about the source of the mistake and what he or she could have done instead. Work together to figure out whether your employee needs any extra assistance with their job and offer them help where they may need it. You might be surprised by their ideas to improve systems or procedures for everyone. Use this feedback time as a learning opportunity for both you and your employee. Reflecting on constructive feedback When you are competent and willing to provide constructive feedback to your employees, it enables them to work more efficiently to your expectations. It also gives you more insight into how you can improve in managing your employees day-to-day, what additional training they may require, and prompt further thoughts about what you can do to keep them motivated. Perhaps it is also time for a staff function, to implement a staff member of the month scheme or conduct an overall staff satisfaction feedback survey. The best leaders and managers are those who are able to help their team thrive and come into their full potential. Constructive feedback doesn’t need to be a negative thing – when you can follow it up with actionable steps and assistance for the person you can make big changes in their performance and within your company. Next time you find yourself in a position where constructive feedback is necessary, follow our four easy steps to ensure it goes smoothly. A Diploma of Leadership & Management (BSB50420) will harness the interpersonal and practical skills you need to give constructive feedback wisely. Become the very best leader you can be, and propel your career into a management position with our self-paced, online qualification. Speak to one of our Learning Coaches to find out more.

Human Resources Career Trends

CAL’s top 7 Human Resources trends The 2018 top human resources trends can fall into two main areas driving innovation and change in human resources. These are in the areas of Technology and Employee Experience. Overall the human resources job market continues to grow and excites with possibilities. Seek Australia insights shows that HR and Recruitment job ads grew 20% in 2017. 2018 Human Resources Trend Area A Technology – how it can be used to find, connect, engage and replace people. 1. In Hiring Social Media Across the world, social media has become a tool of choice for many recruiters looking to find new talent in the marketplace. This pursuit of the passive candidate is being done via social media platforms where a savvy recruitment approach effectively targets likely candidates. Hiring Bias Online blind screening is a tool being used to remove bias from the hiring process. Software products assess candidates on skill and capacity, and filter out bias markers such as age and gender. This streamlines the hiring process and ensures a better position fit. Cognitive Gaming Another innovation is the use of gamification in the hiring process. Using online games to evaluate cognitive ability is fun for the candidate and provides useful data for the employer. Fresh candidates and existing employees can benefit from being matched to better workplace roles suited to their assessed cognitive skills. 2. Remote Workforce USA telecommuting employee numbers have quadrupled over the last two decades, to 37% or the total workforce. Tools such as VPN, video conference and online collaboration make remote working easy and engaging. The development of the ‘Gig economy’ (defined as a labour market characterised by short-term contracts or freelance work, as opposed to permanent jobs), is continuing to change the face of work. 2018 will see more even people choosing their ‘gigs’ rather than seeking full-time employment. 3. Digital Tools and Artificial Intelligence In many cases, artificial intelligence is replacing repeatable tasks while predictive analytics is replacing certain levels of management and decision making. AI and digital tools can be used to lower costs and increase employee job satisfaction. Singapore based OCMC Bank has developed an in-house app called ‘HR in your pocket’, that employees use to find answers to standard HR questions. The HR Trend Institute states that in HR Services, both IT and hospitality are important and need to be provided 24/7. Friendly chatbots can be used to help employees and managers. In addition, high-level professionals will still need to fill gaps when the issue is too difficult for the chatbot. In 2018, AI advancements will continue to challenge human resources to skill their workforce in management, problem-solving, troubleshooting and other areas that require a human element. 2018 Human Resources Trend Area B: Employee Experience – a shift from Employee Engagement to making work enjoyable via engagement, culture and performance management. 4. Employee Intimacy The focus for HR is moving from pleasing top management towards cultivating employee intimacy. This puts HR in an employee champion roll developing new areas such as ‘Employee journey mapping’ and ‘Employee wellness plans’. Wellness, communication and productivity technology tools are growing in popularity to manage the processes and outcomes required. 5. Fluid job roles People analytics and a renewed focus on productivity are driving the emergence of fluid rather than fixed job roles. In this model, employees collaborate and craft their own job based on organisation projects. Agile skills and agile management processes supervise the process to make the best vacancy fit for people depending on their capabilities. 6. Learning solutions Rather than long sessions with large groups, learning solutions are being delivered in smaller chunks (known as micro-learning) and delivered to staff when it’s needed via on-demand portals. Many leading organisations are incorporating Virtual Reality and Augmented Reality solutions into training and development to make it more effective, and fun too. 7. Demand for top HR professionals HR Trend Institute in the USA believes that as the level of HR automation increases, jobs in HR services such as HR advisors and assistants will decrease and be replaced with technology. The future then is bright for top human resource professionals and high-level HR architects who will be needed to manage employee experience and organisational transformation. Raise your sights in 2018 and beyond with the right Human Resources qualification 2018 Human Resources trends show that HR is rewarding career path with opportunity for advancement and attractive salary packages. Demand for confident and skilled HR professionals will continue. Human Resources Diploma qualifications from The College for Adult Learning are the perfect place to begin your HR career today. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

How to Succeed in Performance Management

What is Performance Management? Despite the popular misconception that performance management refers to an annual performance appraisal, this is, in fact, an umbrella term for an entire workplace system which begins as soon as a role is defined, and ends when an employee leaves the organisation. The term performance management captures a series of processes designed to create an environment in which employees can perform at their peak. It involves events such as regular one-on-one meetings, self-evaluations, performance appraisals and developing tools and strategies to effectively measure performance over time. On the other side of the coin, this is also the system which deals with underperformance and how to manage a team effectively, whether that be disciplinary procedures, terminations and addressing developmental needs. The goal of performance management is to identify and address inefficiencies throughout the organisation, separate departments or teams, and also at an individual level. Progress is then planned, enacted, monitored and reviewed on a perpetual basis to continue propelling an organisation forward. Performance management systems have significant influence over factors such as job design, recruitment, training, counselling, compensation and more. A career in performance management can be achieved through online adult education courses. There are specific performance management courses available, including the Diploma of Leadership & Management (BSB50420) online. Components of a Performance Management System Finding and Reaching the Right Candidates It is the role of a performance management professional to inform recruitment procedures, from writing an accurate and targeted job description to implementing the best selection process to identify the top candidate. This is a matter of getting to know what drives candidates, their needs, skills and motivators, and matching each to the organisation. Effectively Orientating New Recruits Once it has been determined that someone is the right fit for the job, performance management gets involved by ensuring that new recruit has everything they need to hit the ground running and perform at their peak. They must be introduced to the organisation, to people, to resources, and stepped through exactly what it is that they are expected to achieve. Providing Ongoing Training and Feedback Everyone has their strengths and weaknesses. It is the role of performance management to tailor an approach to routinely check in with your employees, and make decisions to improve on any weak points. Training, development, and feedback are vital elements to enhance the individual’s career, not just the organisation’s potential. Implementing Reward Structures which Encourage Maximum Performance Investing training, development, and coaching into employees won’t do any good if they feel unappreciated and look for work elsewhere. Reward structures are indispensable tools to show your employees that they are valued – and hard work pays off. Managing Employees Leaving Performance management treats every contact point as an opportunity to improve, and employees leaving is no different. An exit procedure should involve finding out whether employees were unhappy, weren’t being reimbursed to their expectations, or had some other reason to leave so that it can be work on if necessary. Benefits of Effective Performance Management Good performance management practices have the potential to impact individuals, teams, and the entire organisation by: Ensuring that everyone’s performance adheres to strategic and operational goals of the organisation Increased performance translates to increased profitability for the organisation, which in turn improves individual’s’ career prospects and promotion opportunities within the organisation Associating evaluation with incentives such as development opportunities or increases in remuneration Identifying and addressing any specific weaknesses as they arise, such as insufficient employee training Enhanced relationships and communication channels between employees and managers, translating to a more trusting, transparent workplace culture and increased confidence in the organisation as a whole Maximising the opportunity for long-term growth through effective monitoring and review procedures. Productivity Through People: 4 Tips to Improve Productivity It’s easy to place a world of pressures on individual employees in the workplace, but it is often the case that we need to turn to wider systems, cultures, and processes when assessing the root cause of dwindling productivity levels. If several members of a team aren’t performing as they should, then it requires you to conduct a comprehensive assessment of their journey with the company thus far. Do they fully understand their role and your expectations? Do they have the training and resources to meet your targets? Are they motivated to reach them, for reasons other than a dangled dollar? Perhaps they are simply stretched too thin, and the solution for boosting team productivity is, in fact, a redistribution of their time. It can be mind-boggling to comprehend all of the factors which drive a person and to know how to manage a team effectively, so we’ve compiled six tips to get the ball rolling. Let Your Employees Do What They Were Hired To Do Micromanaging can be a huge killer of productivity, as well as employee confidence. A manager who is eager to jump in and take over, or hovers over everyone’s shoulder communicates that you don’t trust them to do a good job without supervision. In many cases, it’s a matter of taking a step back and monitoring progress from afar. You can turn your focus to other areas of assistance, such as ensuring that your employees have the tools, processes, and resources needed to reach their goals. Provide Constructive Feedback We avoid the term criticism because feedback should be both the good and the bad. In a fast-paced, high-stakes environment, it can be easy to let the wins pass by unnoticed. Schedule a weekly or fortnightly check-in with your employees individually, as well as with the team together, to see where everyone is at. This should be an opportunity for you to ask what more you can do to lay the foundations for increased performance, assess work which has been done, and for your employees to explain their circumstances. Any weaknesses or underperformance need to be addressed with positive, outcome-based, practical solutions to improve in the future. Make Time for Team Activities Whether they are work-related or not, team building activities can boost employee relationships—the foundation for an effective team dynamic. If team members are confident with one another, they will be more likely to discuss their work, collaborate on projects, and work better together. It streamlines the entire process. Conducting activities outside the office can be a good way to shake those persistent barriers, and really encourage people to connect on a more personable level. Encourage Ongoing Development Stagnation is the last thing that anyone wants. For organisations, it means that employees can’t progress past a certain skill level, and so their value is limited. For individuals, it means that the role is unrewarding, unchanging, and they are likely to look elsewhere for job fulfilment. Regular training and development not only offers practical skills to benefit all involved, but it provides satisfaction and confidence that the job is nested within a progressing career. Performance management courses, such as the Diploma of Leadership & Management (BSB50420) online, give individuals the chance to study leadership and management to progress. Performance Management Practices: 5 Steps for Evaluating Performance Performance evaluation—one component of performance management—can risk being a highly subjective process, but it is a core part of a career in performance management. Perhaps you feel that an employee is not performing as he or she should, but you can’t quite put your finger on the issue at hand. This vague approach benefits no one. Performance evaluation needs to implement the following steps to ensure that it provides the most benefit to your team, to the individual, and to the organisation as a whole. 1. Clearly Articulating the Problem It sounds simple, but one of the biggest problems is failing to outline the problem at hand. Whether it’s because you’re trying to put a positive spin on things, use jargon or sweeping statements, often employees leave an evaluation feeling like it wasn’t tailored to them, or worse, they don’t understand the key messages. Using checklists, charts, or some other form of system which you can then hand over in a report, can help to clearly show what is strong and where there are weaknesses. 2. Using Visuals to Communicate Tools such as charts are helpful for more than just getting your thoughts straight. They also help to ensure that all employees are on a level playing field and help to break down that communication barrier. Not all of us are aural learners. Try to determine your employees’ preferred communications styles, and cater for them in your meeting. If in doubt, a combination of several methods will be able to get the point across. 3. Setting Attainable Goals By and large, the most important aspect of leading a team effectively is the practical goals that you discuss. It may be that a knowledge or skills gap has been identified, and so adult education courses, seminars, or online learning are the solutions. Perhaps it’s that not enough work is being processed each week, and so you look at ways to streamline the process to ensure time is being used as efficiently as possible. Whenever goals are set, ensure you discuss the short and long-term components, as well as having tangible, quantitative measurement indicators in place – this is a fundamental part of leading a team effectively. 4. Understanding Performance vs. Potential Performance is how the employee has functioned in the past, whereas potential refers to how they could perform, hypothetically. This two-tiered approach encourages appraisers to consider the limitations or barriers that are in place, and what could be improved to help employees reach a higher potential. The 9-box grid system of performance appraisal is the recommended format for defining this relationship. If someone is classified as having a high potential, then that person would benefit significantly from further training or adult education. For those who may be in the running to succeed you one day, you may even consider specific performance management courses where they can study leadership and management, such as the Diploma of Leadership & Management (BSB50420) online. 5. Encouraging a Two-Way Dialogue Remember that an evaluation is a two-way street, and should take the form of a conversation rather than a lecture. This is also an opportunity for your employees to give constructive criticism about the organisation, the team, and your role as manager. No one should feel attacked, and everyone should leave the room feeling positive about the outlined way forward.

6 Tips for Effective Communication With Employees

One of the most under-appreciated aspects of running a successful business is communication. For your business to be successful, you need strong and effective communication with your employees. When your employees understand your goals and feel like their opinions matter, they’re far more likely to reach their potential and this means an increase in productivity. No matter how your communication is now, there are always ways to improve. Here are six key tips on how you can maintain effective communication with all your employees. Have Open Communication When you have open communication with your employees, it builds trust and makes them feel valued. On the other hand, if you simply delegate tasks and don’t get your employees’ input, they won’t perform at their best. Telling your employees why you need the task done instead of just telling them to do something will bring a greater sense of respect for you as management as well. You can foster open communication by encouraging employees to contribute in meetings, whether that meeting consists of just a few people or a large group. It’s also helpful to set a goal for all your employees to work towards. This builds a team atmosphere where everyone contributes and communicates with each other, instead of having teams working independently. Ensure that Your Attitude Makes You Approachable Most of our communication is nonverbal, and telling employees they can talk to you means nothing if your body language says otherwise. It’s important to always be conscious of your attitude and what you’re projecting to your employees. If you’re short with them or constantly in a hurry, your employees won’t feel comfortable communicating with you. Focus on maintaining a friendly, positive attitude at all times so that your employees know that they can always talk to you. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE Be Clear and Concise Effective communicators get to the point and make their messages clear. Your goal should always be to get your message across clearly with as little technical jargon as possible, whether you’re talking to an employee in person or sending an email. When you say too much or use technical terms an employee may not understand, you’re just increasing the odds that there will be a miscommunication. This is one area where keeping it simple is the better option. Welcome Feedback and Take It Seriously Employee feedback is great for your business. You never know when your employees will notice something that you didn’t – perhaps there’s a flaw in that product that didn’t cross your mind, but was obvious to an employee right away. But to get legitimate employee feedback, you need them to know that they can communicate with you and even critique your ideas freely. That’s why you should be appreciative of their feedback and take it seriously. You want your employees to know that you value their opinions. You may want to implement an anonymous feedback program as well to make sure that your employees feel comfortable giving feedback. Set the Right Culture Communication isn’t some task that you can check off your list. It’s part of your company’s culture, and you’ll be the one to set that culture. There are a few excellent methods to set a culture that emphasises communication. Team huddles for between 10 and 15 minutes at the beginning of a shift get the day started on the right foot. In these huddles, you can go over the plan and goals for the day. It’s also good to talk to employees one on one to see how they’re doing, even employees who don’t report to you directly. A quick meeting with the boss can help keep an employee’s morale high. By doing these steps, you can help ensure that open communication becomes a part of your company’s culture. Keep Your Employees Updated Regularly All too often, business leaders keep their employees in the dark about what’s going on with the company. This leaves employees feeling like they’re only there to do a job, and it creates a barrier between the management and everyone else. Your employees will feel more connected to the company when you keep them updated about what’s going on. Let them know about the results of projects. Thank and congratulate them for successes, and be honest when something doesn’t go as planned instead of trying to spin it. Effective communication with your employees isn’t hard when you know what to do and you’re willing to make the necessary changes. Take a look at how everyone communicates at your business right now to see where there are areas you can make improvements. Implement any of these tips that you haven’t already been doing and it won’t take long before you’re seeing better communication and higher productivity. About the author Ryan Bridges is a contributing writer and media specialist for Presentation Training Institute. He regularly produces content for a variety of communication and workplace blogs, based around the challenges of creating effective communication in the workplace.

Why You Need to Use the 9 Box Matrix

Most organisations are managed for mediocrity. Now that’s a BIG statement, but as you finish collating, analysing and reporting on this half-year’s performance appraisal results, you may just be starting to nod your head in agreement. This is also what authors Keller and Price discussed in their book, Beyond Performance: How Great Organisations Build Ultimate Competitive Advantage. So, just how many average performers have you got? Standardising performance management A common problem is a disparity in how people are rated by their managers. Often the underlying cause is no mandated organisation-wide performance grading system such as the 9-box box or grid matrix shown in the following diagram. The 9-box grid focuses on developing a matrix to standardise the measurement of performance versus potential. By dividing the measurement of current performance and future estimated potential into realistic expectations, you can assign values to those expectations and come to a conclusion. The idea is to ascertain whether the team member needs to be observed, developed, or pushed (stretched) to achieve better results. Read more at Halogen Software. Performance versus potential Performance is based on the current job. This is the extent to which the team member delivers functional results, demonstrates core competencies, and acts in line with the company’s core values. Potential is the ability to undertake increasingly broad or advanced accountabilities as the business requires during the next 12–18 months. Barriers to a great performance management system In addition to the disparity in the treatment of team member performance by their managers, a lack of mandated, standard, and universally applied KPIs is also a major underlying cause. KPIs can vary wildly from manager to manager and across departments. Both factors contribute to compromised performance data being generated from the performance management system. The problem of “can’t measure it if you can’t manage it” starts when the integrity of the measures is compromised. But as you are reviewing your current results (you are doing a system review aren’t you?), you may consider introducing a 9-box grid into your system that measures performance and potential. This will help bring your KPIs and performance expectations into line across the board and foster positive working relationships and ideally – productivity! Learn how to implement the 9-box grid Get confident with your performance management system and upskill with the College for Adult Learning’s nationally accredited Project Management or HR Management diploma. You’ll learn how to implement the 9-box model, review, update and evaluate your current performance management system, develop agreed and mandated KPIs and train managers and supervisors to provide meaningful input and feedback into the performance review system. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

The 19 Step Guide to Employee Onboarding and Induction

So, you’ve hired a new employee and don’t know where to start. Not to worry! This 19-step onboarding and induction process ensures new hires (and current team members) are ready to hit the ground running on their first day. What’s the difference between onboarding and induction? There can be confusion about the difference between onboarding and induction, which is made worse by some professionals using these terms interchangeably. However, there is a key difference: Onboarding happens after a new hire has signed their employment offer but before their first day. It may include sending welcome packs, employee forms, an introduction from a direct line manager, or information about how they can get to the office and what to expect on their first day. Induction happens from a new hire’s first day onwards. It may include induction training, organisational introductions, office orientation, or connecting them with a mentor. Why is employee induction important? To maximise productivity and get the best out of your new employees, you have to take steps to ensure that they: Feel welcome and respected in the workplace Understand your business and their role within it Have access to everything they need to perform their job well Begin building great relationships within the team Perform at their best This requires forward planning, which is where an onboarding and induction process comes in. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE Employee onboarding process The onboarding process begins upon a new hire’s acceptance of their employment offer. Ideally, this is at least 10 days before their first day. 1. Forward all necessary paperwork. This includes a signed contract and offer letter, an employee details form, and a signed tax declaration form. You may have an HR system such as Employment Hero that automates some of this for you. 2. Organise access cards. If employees require office access cards or cards for the printer or other office equipment, set this up and leave it on their desk ahead of their first day. 3. Arrange business cards. If the new hire requires a business card, whether physical or virtual, organise the printing or set-up of these cards and leave these on their desk or give them access. 4. Organise corporate charge card. If the new employee is required to travel for business or needs access to a company credit card, set this up so it’s ready for their first week. 5. Phone set-up. This may include providing a desk phone or mobile phone, updating the phone directory on the company intranet and ensuring that voicemail facilities and instructions are available. 6. Laptop and IT applications. You’ll need to advise IT of the new employee’s start date so that they can set up an email account and arrange internet access. IT should also ensure the new hire’s laptop is allocated and set up with the required software and applications pre-installed. 7. Assign and clear their workspace. This is a wonderful opportunity to go the extra mile to make them feel welcome. Provide a notebook, pen and a highlighter, or set up a welcome sign or first-day goodie bag. Add any other resources they’ll require like their laptop, phone, business cards, access cards, etc. If the new starter will have an allocated desk, ensure their ergonomic equipment, additional screens, keyboard, mouse, etc. is set up for them. If your company uses a hotdesking model, you can place everything in a basket and provide this to them on their first day. Copy the following embed code to share on your website: Click on the text to copy the embed code. 8. Prepare the new starter’s manager. Ensure the manager of the incoming staff member: Has been briefed and is adequately prepared for the arrival Fully understands the position description Can communicate the position’s SMARTA objectives, KRAs and KPIs Has a free time slot in their calendar for a meet and greet 9. Communication with current staff members. Advise current staff and key contacts of the new employee’s start date. You may wish to allocate a ‘buddy’ for the new starter and brief them of their responsibilities. 10. Arrange meeting times with key stakeholders. These meetings can be spread over the first week rather than the first day. Just make sure that you book meet and greets individually or as a team with anyone the new starter needs to form closer relationships with. 11. Create a first-day or week package. This consists of materials and training the new starter will need for their first day or week. It should align with the specific role of the incoming employee and include a list of key contact information, training sessions that must be completed, policies to read and acknowledge, accounts to set up, access permissions to check, specific induction training (e.g. IT, intranet, software, processes or team-specific induction), and so on. A first week calendar can be helpful with meetings blocked in and time allocated for various induction activities. 12. Contact the new starter. Send a pre-welcome email that runs through details for location and start-time on their first day, who to ask for when they arrive, and what to expect on the day. This is also the opportunity to answer any questions they may have. Ideally, you should send the email a week before their start date. It should be sent from their direct line manager or the HR manager with the direct line manager cc’d in. Employee induction process Induction begins on the new starter’s first day and typically ends after the six-month probation period. 13. Welcome and introduce them to the team (and their ‘buddy’). 14. Workplace tour. Ensure that you include first aid information, toilets, stationery cupboards, kitchen facilities, meeting rooms, fire fighting equipment, security controls and procedures, building access cards, and their desk. Your tour should also include an explanation of evacuation procedures and assembly areas and an introduction to wardens, first aid officers and WHS committee representatives. 15. Explain HR procedures. Ensure all required paperwork is completed and returned to HR and explain procedures including pay cycles, leave, access to benefits, the code of conduct, applicable policies and their position description. 16. Compliance checklist. Create a comprehensive checklist for new employees to complete and sign, stating that: The company has made every reasonable effort to help them understand their rights and obligations under the law and your policies They understand their rights and obligations They understand and agree to your business policies They understand their role, responsibilities, KPIs and performance framework 17. Ensure everything is working for your new employee. Check that all required software, intranet, databases and emails can be accessed, that phones are properly set up and that everything is in place. 18. Book milestone check-ins. Book regular check-ins with your new starter throughout their first six months or until their probationary period ends. These check-ins should provide opportunities for Q&A, issue resolution and are a great source of feedback for the HR team. Ideally, this will include check-ins at one week, two weeks, the end of the first month, and then monthly until their probation period has finished. After this, your standard annual, six-monthly or quarterly performance strategy check-ins should be sufficient. 19. Probationary meeting. This is typically at the six-month mark and confirms whether an employee has successfully passed their probation period or whether their role is coming to a close. As you’ve been checking in regularly, providing feedback and answering questions, the outcome of this meeting should not be a surprise to either party. It’s also best practice to send an email confirming their probation outcome and any additional information they need to know. Create your own onboarding and induction process You will need to tailor this 19-step employee onboarding and induction guide to your own business, but this will provide you with a great framework to do so. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE

7 Reasons to Study a Diploma of HR

Working in human resources (HR) management involves taking charge of a company’s biggest asset – its people. Each day will bring excitement and new challenges as you manage employees to maximise their benefit to the organisation. Successful HR managers have excellent communication skills and love interacting with people. If this sounds like you, read on to discover reasons to become an HR manager! 1. Study HR to become a leader HR managers work at the forefront of every successful company. They are aware of the company’s priorities and challenges and make decisions based on this knowledge. Their ability to keep track of what is happening enables them to keep the business a desirable employer. A company’s HR department can have a big influence on its future because of the involvement with current and potential employees. Successful HR managers employ people based on the skills, knowledge and attitude they bring the company. They work closely with them to achieve their maximum potential. 2. Study HR to earn an above-average income While money doesn’t buy happiness, it certainly provides security. In today’s economy, earning an above-average income can open up a lot of doors for you. If you are dreaming of travelling, owning your house or providing for a future or current family, then you will need a dependable salary. Working in HR provides you with many opportunities for career growth as you develop a number of skills associated with high paying roles. You can study a Diploma of Human Resource Management (BSB50320) to learn these highly employable skills, such as organisational development, change management and workforce planning. 3. Study HR to influence people’s lives Human resources management influences the happiness and welfare of employees in a company. Everyone is aware that coming to work is not always appealing. HR managers research and devise strategies to maximise each employee’s satisfaction and work performance by optimising work-life balance. These may include helpful amenities such as flexible working arrangements, fitness classes or childcare facilities. They may also provide free lunches, counselling or professional training in order to upskill and support employees in the workplace. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE 4. Study HR to help people develop HR managers are directly involved with the end-to-end experience that employees have with the organisation. This means they are there to provide constant support and coaching for each employee. The best HR managers have a genuine concern for the development of each employee. They put time into mentoring and providing helpful feedback to each individual. This is highly useful to a company because they are able to monitor employee performance and make sure each person is performing to the best of their ability. They are also able to get to the root of why an employee may be underperforming or dissatisfied with work and co-create action plans to resolve this. 5. Study HR for continuous growth Companies always need professionals in human resources management as they grow. This means that you can study a Diploma of Human Resource Management (BSB50320) with the security of knowing there will be plenty of career opportunities for you when you enter into the field. The same cannot be said for many other industries. Job competition is tough. Even graduates with a number of reputable qualifications struggle to find jobs in their field. Relieve yourself of the stress by choosing a career in human resources management. 6. Study HR to become a problem-solver If you have a keen eye for attention-to-detail, you will be able to identify future problems before they have the chance to affect a company. As an HR manager, the ability to identify problems areas and produce practical solutions will be a great asset. If you find gratification in problem-solving, human resources management is definitely the field for you. HR professionals keep companies running smoothly by sorting out employee concerns and disputes. This is essential in keeping employees appreciated and productive. 7. Study HR if you want variety in your work day A career in human resources management means that you will always be presented with new situations. Your regular duties will vary from dealing with recruitment strategies to employee welfare and even the effects of new laws on existing workplace regulations. This means that your skill set will also broaden, enhancing your employability and job satisfaction. You will be an expert in communication, management, mentorship and leadership with a unique experience of the modern workforce. A career in human resources management is a highly rewarding venture for individuals who are ready to challenge themselves. If you have always wanted to study a Diploma of Human Resource Management (BSB50320), it’s time to take the plunge! Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

2018 Trends in Human Resources Jobs

2018 trends in human resources jobs see steady growth with exciting employment prospects. The Australian Government Job Outlook* website lists Human Resources as a growing professional with above average job openings. Over the five years to November 2019, the number of job openings for Human Resource Professionals is expected to be above average (between 25,001 and 50,000). Job openings count both employment growth and turnover (defined as workers leaving their occupation for other employment or leaving the workforce). Employment for this occupation remained relatively steady in the past five years and rose strongly in the long-term (ten years). Looking forward, employment for Human Resource Professionals to November 2020 is expected to grow moderately. This is a very large occupation (59,000 in November 2015) suggesting that opportunities should be available in most regions for human resources jobs. Human Resource Professionals have an above average proportion of full-time jobs (79.2 %). For Human Resource Professionals working full-time, average weekly hours are 38.5 (compared to 40.2 for all occupations), and earnings are above average. The most common level of educational attainment for Human Resource Professionals is Bachelor degree (32.3%). The current Human Resource jobs market in Australia The beginning of 2018 sees over 10,000 Australian jobs available in Human Resources. 3,900 are full-time employment, while 450 of these are part-time positions. The rest is made up of casual, temp or contract work. The workplace sectors with the most human resources jobs are: Human Resources Jobs by State: NSW 2109 VIC 2527 QLD 1884 SA 211 WA 405 NT 157 TAS 40 2018 Human Resources jobs over $150,000 available across industry sectors are: Human Resources and Recruitment 170 Information and Communication Technology 140 Mining, Resources and Energy 63 Healthcare and Medical 52 Construction 32 Higher paying Human Resources positions by State: NSW 314 VIC 113 QLD 117 SA 10 WA 31 NT 10 TAS 1 Key takeaways: The east coast of Australia remains the highest employer of human resources managers and workers in Australia HR, recruitment, IT and communications, mining, and resources hold the bulk of senior paying positions There are plenty of positions available in other sectors for qualified candidates Salary opportunities in human resources The 2016 Hays Salary Report shows that there is scope for a good level entry salary and ongoing career advancement. Hays salary check shows the following information for human resources positions. Human Resources Positions Average Salary in Sydney HR Manager 250-1000 employees $150,000 HR Manager less than 250 employees $130,000 HR Manager over 1000 employees $175,000 HR Coordinator $62,500 HR Admin $57,500 Head of HR/HR Director 250-1000 employees $185,000 Head of Learning and Development $200,000 SEEK reported in early-2016 that human resources and recruitment positions were growing with a 7% increase year-on-year. Factors cited as contributing to this phase of steady growth are: Employer investment in packages and benefits that attract top talent The need to attract culturally aligned talent Retaining top talent by creating skilled in-house HR teams The Seek industry spotlight on human resources and recruitment released in March 2017, follows up with the following five points: Demand for HR and recruitment talent has continued to rise, up 5% year-on-year to February (the overall job market is up by 8% year-on-year) Averaged advertising salary – $82,215 Organisational Development ads rose 19% due to larger companies are expanding and seeking to be competitive by development talent Occupational Health and Safety positions rose by 15% in response to employers needing HR managers with strong risk management skills. Workplace wellness is also front of mind as mental health issues and support become part of employee assistance programs. Training and Development jobs declined by 11%, although demand remains for skilled candidates The report outlined the following HR skills as being sought-after in the current job market Knowing how to be future focused Understanding of business cycles Able to build skills needed to achieve company strategy Able to identify resources needed for a growing company Understanding of how to be innovating when establishing or changing workplace culture Knowledge of workplace legislation, e.g.: bullying and harassment, mental health Able to create training content and training plans Can spot trends and gaps in leadership development, and respond accordingly Leading candidate engagement and improving recruitment systems, including scoping of roles Plan for 2018 and beyond with the right Human Resources qualification Human Resources offers a wide and rewarding career path with opportunity for advancement and attractive salary packages. Demand for confident and skilled HR professionals is high and continuing to grow. Human Resources Diploma qualifications from The College for Adult Learning are the best place to begin your HR career today. *sourced from http://joboutlook.gov.au/ More Course Information HiddenSource URL HiddenDate YYYY dash MM dash DD Name* Name Email* Phone*Course of Interest*Select a courseDiploma of Building & Construction (Management)Diploma of Project Management (specialising in Construction)Diploma of Project ManagementDiploma of Quality AuditingDiploma of Business (Compliance)Diploma of Work Health & SafetyDiploma of LogisticsDiploma of Business (Procurement)Diploma of Human Resource ManagementDiploma of Human Resource Management + Pathway PackageDiploma of Business (Organisational Development)Diploma of Business (Leadership)Diploma of BusinessDiploma of Business (Business Development)Diploma of Marketing and CommunicationDiploma of Social Media MarketingDiploma of Leadership & ManagementDiploma of Business (Operations)Diploma of Business (Records and Information Management)Diploma of Business (Records and Information Management) (Specialising in Health Administration)Diploma of Practice ManagementCertificate IV in Project ManagementCertificate IV in Building & Construction (Building)Certificate IV in Building & Construction (Site Management)Certificate IV in Building Project Support (Contract Administrator)Certificate IV in Building Project Support (Estimator)Certificate IV in Work Health & SafetyCertificate IV in Human Resource ManagementCertificate IV in Marketing and CommunicationCertificate IV in Entrepreneurship and New BusinessCertificate IV in Leadership & ManagementCertificate IV in Health AdministrationAdvanced Diploma of Human Resource ManagementAdvanced Diploma of BusinessAdvanced Diploma of Leadership & ManagementCAPTCHACommentsThis field is for validation purposes and should be left unchanged.

How To Avoid Your Best Employees Quitting

Perhaps the most important decision you will make in your career is who your manager will be. After all, ultimately everything will rise and fall on the strength of its leaders. One of the biggest contributing factors for your best employees quitting is not giving your employees enough opportunities to progress and develop. It is surprising how often you hear managers complaining about their best employees quitting, and they have good reason to do so as employees leaving is costly and hugely disruptive. Many managers tend to blame their staff turnover on many factors, but remember people don’t leave jobs, they often leave their managers. 1. Employees quit when you don’t recognise their talents and strengths Not recognising your top employee’s unique strengths and talents and recognising their high performance is most definitely an engagement killer. People love to use their unique talents and strengths and should never be suppressed or they will feel their talents are going to waste and not being utilised. The greatest managers will leverage close relationships with their employees by finding out what their strengths are and taking the time to bring out the best in their employees. When managers assist with the development of their staff through their strengths and natural talents, they are more likely to engage with their team members. 2. Employees quit when you overwork them Nothing deflates a good employee like overworking them. Of course, it is highly tempting to work your best people hard, but as a good manager, you need to find a healthy balance. If it is unavoidable to increase your top employee’s workload then perhaps it is also time to increase their job position. Talented employees will naturally take on a bigger workload but they will not stay if this is not recognised. When increasing an employee’s workload you should also look to increasing salaries, promotions and title changes. If you increase an employee’s workload without changing anything or rewarding your employees, they will seek another job that gives them what they deserve. Download our FREE 'Your Career in Leadership & Management' Guide Find the latest information in our eBook about a career in leadership and management, including current job opportunities, soft skills you need, salary information and more. DOWNLOAD MY FREE GUIDE 3. Employees quit when there’s a lack of communication Another mistake that leads to staff turnover is a lack of communication. As a manager, you should hold regular meetings with your employees this way your employees feel informed and will stay engaged. Mere interactions between managers and employees are not enough. Employees value communication from their managers highly, this should not just be about tasks or jobs but also about their interests and taking an interest in their personal lives. Employees who feel as though their manager is invested in them is more likely to be engaged. Many managers are guilty of is withholding information from their staff. The reverse of this is a leader who acts responsibly by sharing information and being transparent with their team. 4. Employees quit when you micromanage them Micro-managing can attribute largely to staff turnover and employees quitting. As a manager you should ask yourself, are you focusing on your team’s development? Do you truly value your staff? Secondly, are you providing your staff with consistent feedback, and more importantly, are you listening to the feedback that will further support your staff’s needs? Another important question to ask yourself is how can you improve as a leader. Are you allowing your staff to give their opinion, express their creativity and allowing them to make their own decisions? 5. Employees quit when you don’t listen The final common mistake that leads to staff turnover is when managers fail to listen to their staff. If a manager fails to listen to their employees when they are pursuing a vision, team members will not feel valued or respected. If management do not solicit the concerns and opinions of others, especially during a change, the trust will begin to erode and morale will soon begin to diminish. Many aspire for a manager who will allow others to give input to important initiatives and the only way to do this is to first listen. 6. Employees quit when you hire and promote the wrong employees Your valuable, hard-working employees will want to work with professionals alike. When managers hire the wrong people, this will have a huge impact on your staff turnover. Higher the wrong candidates will disrupt company culture, decrease productivity and can lead to potential loss of clients and revenue. It is not uncommon for managers to promote their employers without considering how the candidate’s strengths and requirements of the new role align. Remember, if you remove a high performer from their existing role and transition them to another role where they are not successful, you will then be losing out on two highly functional positions. Management also influences around 70% of engagement, putting the wrong person in a role can negatively affect the rest of the team. Eliminating many of these bad habits as a leader will keep your best employees quitting. First, it begins with self-awareness and then to figure out what leadership behaviours need to be learned and practised. If you want to avoid your best employees quitting, you need to think carefully about how you treat them. Although your best employees may seem as if they are planning to stick around, their talent and abundance of skills also give them many options and opportunities. Make your employees want to work for you to help retain great employees. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

The Do's and Dont's of an Exit Interview

Exit interviews are one of the most important yet underutilised HR procedures. Many industry professionals see them as essential, especially for gaining valuable insight into working conditions and company culture. What is an exit interview? Exit interviews are interviews conducted with departing employees. The primary aim of the exit interview is to learn the reasons for the person’s departure, however, they can also be an opportunity to transfer knowledge from the departing employee to their replacement. A good exit interview should also yield useful information about your company’s management. Any insights and criticism exiting employees give are helpful drivers for organisational improvement. This helps to assess and improve all aspects of the working environment, culture, processes, systems, management and development. An exit interview is a unique chance to analyse the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff who are still working for the company. These pieces of candid information may relate to problematic employment practices or opportunities for improvement which may not be apparent to the HR professional. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE What you should do in an exit interview Keep it professional When it comes to an exit interview, it is important to keep them professional. Ensure you book the exit interview in advance, give the employee plenty of warning, and arrange for an HR employee to attend the meeting to make notes. Depending on the reasons for the employee leaving, it may be emotionally charged. Prepare for this in advance by opening yourself to feedback, remaining empathetic and assuming best intent. Plan and prepare You should treat the exit interview as you would a hiring interview. It is important to ensure you follow HR procedures, so beforehand, read up on all policies to plan the interview’s structure and what questions you would like to ask. Consider what you are interested in finding out and what the employee may be able to tell you about your business which might have contributed to their decision to leave. This could be anything from work hours or salary to holidays or lack of career progression. These reasons for leaving may resonate with other employees and drive them to look for work elsewhere, so addressing these issues could be crucial to your company. Listen In an exit interview, listen to what the employee has to say. Allow them to speak openly, listen to what they are telling you, and most importantly, pay attention to why they have decided to look elsewhere. This information could prove invaluable. Give the employee the option not to attend Exit interviews may be a part of HR strategy, but it does not mean they should be mandatory. They are not a legal obligation, so give the employee the option to either not attend or to contribute their feedback through another format, such as email, a survey or a phone call. What you shouldn’t do in an exit interview Make it personal Sometimes people tend to take it personally when people hand in their notice, especially if they are a key stakeholder in the business. You must ensure you keep it professional. Try and put any personal differences you might have with an employee aside and approach it with a business mindset. Get defensive It is common for us all to take criticism personally and act defensively, but in an exit interview, you must resist this compulsion. Even if they were not the greatest employee or you had many disagreements, stay calm and act professionally. You want the employee to feel confident that they can speak openly without judgment, so be sure to hold your tongue when necessary. Forget to take notes During the exit interview, do not forget to make notes. These will help you recall the conversation and may also help you in the future if the employee decides to take further action. These notes can act as your minutes and help you recount exactly what was said by whom and the order in which it was said. This is a great reason to ask an HR representative to take notes on your behalf. Be too pushy It is important to ensure you are not too pushy in an exit interview, either by pressing them into attending the interview or by aggressively quizzing them about their reasons for leaving. Everyone is entitled to their own opinion and privacy. While you want to gain company insights, you need to respect their decisions if they are not forthcoming with information. Why conduct exit interviews? An employer who doesn’t conduct exit interviews may be missing out on an abundance of useful information and the opportunity to identify post-employment legal risks. For instance, some employees may try to sue the company for wrongful termination while others may breach their contract and take valuable company information with them to competitors. Exit interviews also provide positive opportunity to transform your workplace into a healthier and more attractive culture that will attract and retain quality talent. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE

The Advantages of Workplace Flexibility

Workplace flexibility allows employers and employees to make working arrangements that suit them. This helps employees maintain a healthy work-life balance and helps employers improve the productivity and efficiency of their business. Businesses that enforce a rigid and unyielding workspace decrease their chances of hiring top talent. Exceptional leaders understand that talent is the single most important factor in a company’s success. Without the right talent, your company will be stationary. To attract and retain great employees, leaders and HR teams should work with employees and help them customise their jobs. Ultimately, this will make people feel valued, which will lead to peak performance. The solution is to be flexible and collaborative with hours, holidays and location. What is workplace flexibility? Workplace flexibility is when an employee and an employer make changes to when, where and how a person will work. Flexibility enables both individual and business needs to be met by making changes to the time, location and manner in which an employee works. It is important that flexibility is mutually beneficial to result in better outcomes. Different types of workplace flexibility Formal flexibility policies: These policies are officially approved human resource policies, as well as any official policies that give supervisors discretion to provide flexibility. Informal flexibility policies: These policies are not official or recorded, but are still available to some employees, even on a discretionary basis. Location flexibility If your employees do not need to be in the office, your talent is suddenly global. You can build productive relationships with talent across the country or even worldwide. Distance is becoming increasingly irrelevant with the increased use of social networks, project-specific groups and teleconferencing. Businesses that promote hybrid and remote working are the workplaces of the future. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE Flexibility builds loyalty When you work with people to customise their work-life balance, you should not impose anything on them. This shows you are treating them with respect and trust, which will be returned. When an employee chooses to work from home for three days of the week, this exhibits a huge commitment to the business. Instead of working for you, they are working with you. This builds a lot of trust and respect, along with improving your company culture. Flexibility builds morale Recent studies show that organisations that offer workplace flexibility have less absence and turnover with higher levels of engagement and productivity. This comes down to control. We all need to feel control of our lives and by working with your employees on flexibility, you grant them real control. They feel trusted and valued and their investment in the work and the business will grow. Future-proofing business Many businesses today view workplace flexibility as a strategic move rather than an employee benefit. The more progressive and innovative your company is, the easier it will be to attract and retain employees. Those with a lot to offer want to work within a company that treats them like adults and has an empathetic, energetic and progressive culture. The rise in telecommuting means that companies can save costs on supplies, real estate and utilities. Telecommuters can work anytime and anywhere as long as the work required gets completed. Flexibility is value-adding Truly engaged employees don’t leave their jobs behind when they’re off the clock. They carry their current projects with them and are always open to new inspiration or insight. Employees who are telecommuting or working on schedules that they helped design, means these workers are out in the world more, open to input and away from the office environment where stagnation can set in. An employee with a well-rounded, active lifestyle will bring implemented core values to any job and find new inspiration. Telecommuting can be a challenge for managers. They can’t just approach someone in person to discuss an issue. Balancing schedules and workloads can also be complicated if you are managing telecommuters, although the results are worthwhile. Workplace flexibility is a great leadership tool, and it is essential to make sure you are using it to its full potential. What's your Management Trajectory? Are you wondering how far away you are from your next promotion? Take our quiz to assess your management career pathway. GO TO QUIZ

The Best Way To Reward Your Employees

Everyone deserves to feel valued, especially by their employer. In an ideal world, an employer would be able to give everyone glorious large bonuses and hold luxury company dinners every month, but this is an unrealistic expectation and not possible for most companies. Finding great ways to reward your employees doesn’t have to be hugely expensive. Simple and kind, thoughtful gestures will go a long way to express your gratitude for your employees. If your employee feels valued and appreciated they will undoubtedly work harder and experience more enjoyment from their job, creating a great situation for both employees and employers. So what are the best ways to reward your employees and improve your employee loyalty? Reward your employees with praise The great thing about praise is that it doesn’t cost a thing. Praising an employee is a meaningful and super simple way to show that you care, and everyone will appreciate this. A private conversation, or a handwritten thank you note explaining how much you appreciate an employee’s efforts will create a long lasting dialogue about performance while keeping your employees on the right track and will improve engagement. Stay away from using generic emails, as this will potentially reduce the gesture and make it feel more like an obligation than actual recognition. Managers should believe in creating a recognition culture at their company. Showcase your employees’ successes Your greatest employees are the pillars of your company. Managers should ensure they provide them with the opportunity to lead by example to reinforce the idea that their accomplishments are exemplary. Acknowledging employees as leading specific areas, such as human resources, sales or customer service, will ensure they feel valued. Another effective way to showcase your employees is to award employee of the month and announce your reasons to the team as this will inspire other employees to compete for this award. Reward your employees with responsibility If you believe you have a highly capable employee, why not give them some added responsibilities to show you really notice and appreciate their abilities. Giving your employees the chance to take the lead on important tasks, or allowing them to make their own judgement without your involvement will show them you truly believe they are capable of the task. Allowing your employees to have more responsibility demonstrates you take their career goals seriously, and they are worth your consideration to progress to a more important role within the business. Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE Reward your employees with gamification Gamification is a great way to reward your employees simultaneously. Using gamification, like point scoring or friendly competition, to add an exciting new level of interest to routine tasks will boost your employee engagement and set an enjoyable, competitive environment for your employees. To reward your employees will result in such a fun way will make them feel less like they are being pushed to work hard without recognition. The reward could be something as simple as a cinema ticket, gift cards or a free lunch. Your employees will appreciate the effort you took to making their work environment that little more exciting. Research all the various software solution to help you provide a gamified experience that is socially safe and stimulating to employees. Reward your employees with events These events do not need to be extravagant. Try and organise a break room celebration every few weeks. This could be anything from monthly birthdays to company anniversaries. Provide catered lunches during an important business time to show your employees you appreciate everyone coming together and contributing to the occasion. Reward your employees with flexibility If an employee has gone above and beyond in their duties for the day, make sure you award this. If an employee has exceeded what you originally expected from them, why not let them have a short day. Or, if someone stayed late the night before finishing a big project, let them know they are able to come in an hour or two later the next day so they are able to catch up on their sleep. You may even feel comfortable allowing them to take an extra day off if they have done an exceptional job and surpassed their goals. Helping your employees to create an ideal work and life balance is massively rewarding because you are allowing them extra time to spend with their loved ones and pursue any hobbies or passions. These strategies can all be implemented immediately. Employers who make the extra effort to show their employees a good amount of appreciation will see boosts in productivity, an overall increase in job satisfaction, and much greater employee retention. Download our FREE HR Career, Salary & Course Guide! Find valuable information on why you should become a HR manager, which HR department suits you, a detailed salary guide, course breakdown and more! DOWNLOAD MY FREE GUIDE

Handbrake On and Off: The Factors That Affect Job Satisfaction

A jaw-dropping 72% of currently employed Australians have felt unhappy at work at some point in the past 12 months. Now that’s a big figure! It’s also disappointing because it’s not unexpected. Worse follows: It seems that 26% of employed Australians are looking for new jobs because they don’t feel happy in their current roles and 43% of Australians say that their expectations towards workplace happiness are now higher since the COVID-19 pandemic emerged four years ago. So what are our handbrake on and off (dissatisfied versus satisfied) employment factors? Handbrake off (happy) factors What makes people take their handbrake off and feel satisfied and happy with their job? How about these 17 ‘likes’: Positive relationship with colleagues Pleasant work environment Close to home The work itself has lots of variety Great benefits and conditions (leave, flexitime, etc.) Reasonable hours Job security Good direct manager Positive company culture High workplace morale levels Great quality of overall management Positive feedback and feelings of appreciation Good salary Training and development opportunities Low stress level Career development opportunities Involved human resources approach Handbrake on (unhappy) factors What makes people put their handbrake on and feel dissatisfied and unhappy with their work? Here are some of the big barriers to workplace happiness. Poor management and leadership Lack of direction The impression that management doesn’t care about their staff Pay rates too low Input is not valued or respected Lack of opportunities for professional development Too many internal changes, changing requirements and restructuring Toxic or unpleasant colleagues Lack of benefits So the question is: How do YOU choose to operate – handbrake on or off? Your Career in Human Resources Do you want to learn more about HR skills employers demand, emerging job roles and salaries, and recent industry insights? Discover your career in human resources. HUMAN RESOURCES CAREER PAGE

How to Respond to a Job Application

Going through job applications is the first step in your company’s efforts to find people to help steer the organisation towards success. Unfortunately, this process can be a difficult task, especially for companies who anticipate having a large number of applicants responding to their open positions. Consider some of these important guidelines when you are planning how to respond to a job application and you will have a much easier time sorting through the applicants to find the person who will be the best fit for the job. Early Sorting Procedures When you first post a job opening for your company, you can expect the largest number of respondents within the first week or two of the posting. Therefore, when you are thinking about how to respond to a job application, it is important that you have a way to filter out unqualified applicants. One good plan for this part of the process is to identify a few core skills that you need your applicants to have. For example, if you are looking for someone with customer service skills who also understands how to work together in small groups, make note of these traits and search for them in your pool of applications. If you have a larger number of applicants, you can set aside the applications of people who do not have these skills. Also consider experience. Are you looking for a certain level of experience for your position? Is there any substitute that you would accept from those without this experience? Many companies will ask for either a certain type of training, or a set number of years working in a specific kind of department or position. If an applicant doesn’t have the right kind of experience or the right kind of training, it may not be safe to set aside their application. Calling Applicants for Interviews After you have been able to sort through applicants to find the ones who seem to be most qualified, the next thing to tackle when considering how to respond to a job application is choosing candidates to call for an interview. You might look for candidates who have direct experience in a very similar position, or those who have worked in companies like yours for a while. Remember to also pay attention to work history. While many HR departments consider large gaps in a work history to be a bad sign, you should not write off a candidate who seems to be qualified just because they were out of work for a certain period of time, especially if it was not a long gap or they are in a field where it is tough to secure immediate employment. Try to choose a few candidates who you think have the experience and skills to do well at the position you need to fill, and then reach out to schedule an interview with them. It is best to call them by phone, but if this is not possible you can always send an email message or a letter asking them to get in touch with you. At the Interview When preparing for the interview, you should already have a list of questions to ask that will help you understand whether or not they would fit in at your company. However, don’t let your focus get caught up solely on how they answer your questions or what their CV looks like. Pay attention to the way that they dress, their posture, the way they communicate with you, and other forms of body language that can clue you in to the type of person they are. If you are looking for someone in a customer-facing role and they seem very meek or uncomfortable with communication, they may not be right for the job, even if they have a strong application and lots of experience in the field. Also keep in mind that you should have one or two questions that are simply created in order to understand how your applicant’s thought process works. Innovative tech companies like Google and Apple are well known for asking seemingly impossible questions like “how many piano tuners are there in the entire world?” or “why are manhole covers round?” You don’t have to ask questions this radical, but make sure that you include some interview questions that help you see how well your applicants can think outside of the box. HR Departments wondering how to respond to a job application effectively may face some challenges, but with these strategies you can make it less difficult to find the most ideal candidate to help your company succeed.

4 Ways to Give Constructive Feedback

Giving negative feedback to your employees can be a very daunting task for managers. However, as difficult as it is- being able to do so effectively can result in improved interpersonal relationships and a far more productive work environment. In order to communicate your ideas constructively, it’s all important that you get your message across in a way that isn’t detrimental to an employee’s self confidence and work ethic. Make feeling intimidated a thing of the past with our 4 helpful tips that will make giving feedback that much easier: 1. Be specific Make sure that you don’t beat around the bush. Tell your employee the exact instance where they have made a mistake and explain what they can do differently. If you’re vague, your feedback can be misunderstood and your employee may continue making mistakes. 2. Be timely Don’t wait too long to give an employee feedback. An immediate response to their action will allow them to associate it with your feedback. This increases the likelihood that they are wary of when they may make the same mistake again. 3. Be positive For all the negative feedback you give, you should have just as much positive feedback. You should also approach the criticism in a positive way and focus on your employee’s strengths. Use this feedback as a learning opportunity for you and your employee. 4. Be understanding Discuss with your employee about the source of the mistake and what he or she could have done instead. Work together to figure out whether your employee needs any extra assistance with their job, and offer them help where they may need it. Being able to provide constructive feedback to your employees doesn’t only enable them to work more efficiently. It also gives you a better understanding of how you are managing your employees and what you can do to keep them motivated.

Global Talent Shortages and the Evolving Role of the HRM Professional

Businesses around the world are currently experiencing a profound market shift, one that will impact both the supply and demand for skilled talent over the next decade according to the research study, Global Talent 2021. Oxford Economics conducted the study in partnership with professional services company Towers Watson, and other firms. The research reveals that while technology fuels demand for highly skilled workers, emerging economies are increasing the supply of talent by giving people greater access to education. The study, which surveyed 352 human resource executives, examines how rapid globalisation and the transformation of business models in virtually every industry will affect workforce needs in the future, and the implications for senior executives and HR leaders. As the skills required by employers become more complex, labour shortages are projected in many mature markets, including Australia the U.S., Germany, Canada, and Italy. Meanwhile, a surplus of skilled talent is likely to emerge in locales such as Brazil, Colombia, India and South Africa. Digital knowledge, agile thinking, interpersonal and communication skills, and global operating capabilities will increasingly be skills in high demand over the next five to 10 years. In the developed world, where talent shortages in a number of managerial and technical fields are expected to persist, companies will be forced to think more explicitly about the trade-offs among outsourcing work, offshoring staff and retraining workers. The study said that HRM Professionals will need to develop more evidence-based strategies to manage global talent. These may include using improved analytics to: Identify talent segments and gaps; Optimise resource allocation; Integrate workforce plans; and Manage unavoidable risk. The report recommends five areas that HR Professionals should consider to prepare themselves for the changes: More reliance on logic-driven analytics Talent segmentation Talent optimisation Moving from risk avoidance to risk leverage Integration/synergy Not surprisingly for students of CAL’s HR courses, HRM Professionals will need to be skilled at working in diverse cultures, managing complexity and change, applying the latest analytical tools and thinking creatively about filling future skill gaps before they emerge. They will also need to think more broadly about how and where talented employees are sourced. The CAL Human Resources Dual qualification program and the Diploma HRM program covers all this and more – this means CAL graduates are well equipped to manage the impending talent shortages and to ensure your company is well placed to attract and retain the cream of the talent crop over the next decade and beyond. Helen Sabell, CEO, College for Adult Learning

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Kerri Waddell
Head Coach: HR, Business, Administration and Management

Kerri is a Learning and Development (L&D) professional with 21 years of experience in the field. She has a holistic understanding of the L&D function. She has a broad range of skills, knowledge and capabilities related to organisational training and assessment delivery, training needs analysis, training program development, training procedures development, L&D planning and reporting, staff development, leadership/management, performance management, HR functions and project management.

Kerri’s personal educational philosophy is to make a positive difference to the professional and personal lives of people through learning. She likes to assist people to be the best they can be by helping them to believe in their own abilities. She is truly passionate about helping people to learn, grow and achieve!

Meet the whole team

Real Students. Real Outcomes

Myles

Diploma of Project Management

After leaving the Navy, Myles now works to build the ships he once served on, utilising his Project Management skills for the next generation of Australian Sailors.

Joshua

Double Diploma of Human Resource Management + Leadership and Management

Saying “no” isn’t an option for Joshua. While juggling family life with work, Joshua has also taken on a Double Diploma to further his management career.

Donna

Double Diploma of Human Resource Management + Leadership & Management

Beginning in retail management, Donna found her passion for People & Culture. Getting qualified with her Double Diploma is equipping her with skills for current and future roles.

Noel

Double Diploma of Building & Construction (Management) + Project Management

Noel offers some really great advice about how to be proactive in your job search. Noel has also been working on an aid project in the Solomon Islands with the aim of improving water supply infrastructure.

Amanda

Certificate IV in Project Management

Amanda is CAL’s 10,000th student – striving to achieve outcomes and ensure that her team feels valued. She currently works as a CRM Operations Manager.

Cara

DOUBLE DIPLOMA OF BUSINESS + LEADERSHIP & MANAGEMENT

Starting out in community services, Cara quickly rose to recognition in the industry for her passion and drive. This prompted her to start her own business - which has led to some incredible opportunities.

Jessica

Double Diploma of Human Resource Management + Leadership & Management

Jessica jumps at opportunities that present themselves, and after working overseas in HR for a tech start-up, is now formalising her skill set to make herself more employable.

Nirajan

Double Diploma of Project Management + Leadership and Management

Nirajan has worked hard to put his three areas of expertise and experience together – health, design and construction. Nirajan has a previous qualification already under his belt, as well as some excellent project planning and coordinating experience.

Vanessa

Double Diploma of Project Management + Building & Construction (Management)

Vanessa continually challenges herself in her career. She is currently making the leap from being an interior designer in her own business, to breaking into the construction industry and following her love for projects and planning.

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Frequently Asked Questions about Human Resources

Your future in Human Resources

About Human Resources

How to become a human resources manager

Employee Engagement Strategies for HR Managers

How To Become An Organisational Development Manager

9 Steps for Effective Goal Setting

Why Choose a Career in Human Resources Management

Which HR Qualification is Right for You?

Why you Should Study an AHRI-accredited HR Diploma

The Changing Face of Workplace Diversity

The Benefits of Studying Human Resources Management Online

Human Resources Trends for 2023

4 Vital Elements of giving Constructive Feedback

Human Resources Career Trends

How to Succeed in Performance Management

6 Tips for Effective Communication With Employees

Why You Need to Use the 9 Box Matrix

The 19 Step Guide to Employee Onboarding and Induction

7 Reasons to Study a Diploma of HR

2018 Trends in Human Resources Jobs

How To Avoid Your Best Employees Quitting

The Do's and Dont's of an Exit Interview

The Advantages of Workplace Flexibility

The Best Way To Reward Your Employees

Handbrake On and Off: The Factors That Affect Job Satisfaction

How to Respond to a Job Application

4 Ways to Give Constructive Feedback

Global Talent Shortages and the Evolving Role of the HRM Professional

Meet your Learning Coaches

Kerri Waddell Head Coach: HR, Business, Administration and Management

Real Students. Real Outcomes

Myles

Diploma of Project Management

Joshua

Double Diploma of Human Resource Management + Leadership and Management

Donna

Double Diploma of Human Resource Management + Leadership & Management

Noel

Double Diploma of Building & Construction (Management) + Project Management

Amanda

Certificate IV in Project Management

Cara

DOUBLE DIPLOMA OF BUSINESS + LEADERSHIP & MANAGEMENT

Jessica

Double Diploma of Human Resource Management + Leadership & Management

Nirajan

Double Diploma of Project Management + Leadership and Management

Vanessa

Double Diploma of Project Management + Building & Construction (Management)

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Kerri Waddell
Head Coach: HR, Business, Administration and Management